Provide training through instruction

1. Provide training through instruction Lesson 1 – 20 July 2010

2. An introduction • Learning outcomes • Identify key concepts in training and development • State five reasons why training is important in the retail industry • Practice training techniques in a class room setting

3. Develop a workplace learning environment • Employee training has become increasingly important as jobs have become more sophisticated & influenced by technological changes • Training is a learning experience that seeks a relatively permanent change in an individual’s behavour, that will improve their ability to perform in the workplace

4. Develop a workplace learning environment • Organisations get outputs because people perform tasks to a desired standard e.g. sales • Before employees can perform their tasks properly, they must master the special technology used by the organisation e.g. POS • Training is the acquisition of the technology which permits employees to perform to a standard e.g. make enough sales to profit the company 1/3

5. WHAT IS THE DIFFERENCE BETWEEN TRAINING & EDUCATION? • TRAINING • Learning related to the present job. • EDUCATION • (closely related to development) Broader implications & applications - does not concentrate upon learning or acquisition of particular skills. • DEVELOPMENT • Emphasises personal growth & improvement.

6. Things to consider An organisation’s training needs should consider the following :- • what are the organisation’s goals and objectives • what tasks must be completed to achieve these goals • what behaviours are necessary for each job to be performed correctly • what deficiencies, if any, do employees have in skills, knowledge or attitudes requires to performthe necessary behaviours

7. Training and Development An effective training programme should be consistent with the following principles:- • learning is enhanced when the learner is motivated • learning requires feedback • reinforcement increases the likelihoodbehaviour is repeated • practice increases learners performance • learning begins rapidly then plateaus • learning must be transferable to the job

8. Training and Development Formal training methods can be classified as: • on-the-job e.g. apprentices, rotation, instruction etc. • off-the-job e.g. lectures,conferences, films,simulations etc Training EVALUATION methods : • reactions of participants or managers • test-retest method • pre-post performance method

9. TRAINING METHODOLOGIES • Lecture • Modified lecture • Role-play • Small Groups • Case Study • Demonstration • Field trips • Computer Instruction

10. LEVELS OF EVALUATION • Reaction • Learning • Behaviour • Results

11. AREAS TO BE EVALUATED • Programme • Presenters • By trainees • By observers • Trainees • Reaction • Learning • Attitude

12. AREAS EVALUATED (continued) • On-the-Job Results • Behavioural • Productivity • Facilities • Resources • Ancillary

13. Training and Development • Small group activity – a micro training session: • Select one of the following topics • Promote a product • Selling a product • Customer service • Conflict resolution • Workplace communication • Prepare a 5 minute micro training session based on the above topic • Use some of the principles and techniques outlined in the theoretical component of today’s lesson

14. Hints • Select the topic • Introduction • Provide an overview • Explain the topic -give examples • Body – 5 to 7 key points • Each point is explained in detail • Ask for examples • Conclusion • Summarise key points