Education and Training - PowerPoint PPT Presentation

Loading...

PPT – Education and Training PowerPoint presentation | free to download - id: 781fb8-ZWZiM



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Education and Training

Description:

Title: Education and Training Author: astickels Last modified by: astickels Created Date: 2/5/2010 3:56:21 PM Document presentation format: On-screen Show (4:3) – PowerPoint PPT presentation

Number of Views:666
Avg rating:3.0/5.0
Slides: 34
Provided by: asti152
Learn more at: http://castle.eiu.edu
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Education and Training


1
Education and Training
  • Ashley Stickels
  • Jill Watkins
  • Joshua Wright

2
Introduction
  • Why study Training?
  • Types of Training
  • Methods
  • Work for illiteracy
  • Objectives
  • 4 levels of evaluation
  • Rigor Tests
  • Practice!

3
Why study education and training?
  • Helps for personal development
  • Helps increase revenue for company
  • Satisfies the customer
  • Rationale for Training

4
Types of Training
  • Customer Education
  • Sales Skills
  • Employee Relations
  • Customer Relations

5
Sources of training
  • In- house
  • External
  • Combination

6
Checklist of Training Benefits
  • Fewer Product Errors
  • Increased Productivity
  • Improved Quality
  • Fewer Accidents
  • Better Teamwork

7
Four Step Teaching Method
  • Preparation
  • Presentation
  • Application
  • Evaluation

8
Presenting Instruction
  • 10 of what is read
  • 20 of what is heard
  • 30 of what is seen
  • 50 of what is seen and heard
  • 70 of what is seen and spoken
  • 90 of what is said while doing what is talked
    about

9
Conceptual Model
10
There are four main reasons why needs analysis
must be done before training programs are
developed.
  • To identify specific problem areas in the
    organization.
  • To obtain management support.
  • To develop data for evaluation.
  • To determine the costs and benefits of training.

11
The following factors might indicate training or
development needs of your employees
  • Development of employee/management skills to fill
    a current need
  • Employee relations/organizational problems
  • Meet changing needs
  • Career development

12
A thorough needs analysis examines training needs
on three levels
  • Organizational
  • Task
  • Individual

13
Workforce Literarcy
14
Impact of Illiteracy on Industry
  • Difficulty in filling high-skill jobs
  • Lower levels of productivity
  • Higher levels of waste
  • Damage to technological systems
  • Greater number of dissatisfied employees in
    workplace

15
Orientation Training Errors
  • Insufficient information
  • Too much information
  • Conflicting information

16
Effective Orientation training
  • Base orientation topics on assessments
  • Establish an organizing framework
  • Establish learner control
  • Make orientation a process
  • Allow people and personalities to emerge
  • Reflect the organizations mission and culture
  • Have a system for improving and updating

17
Ethics Training
  • Drug and alcohol abuse
  • Sexual harassment
  • Quality control
  • Employee theft

18
(No Transcript)
19
Training Objectives
  • Transfer training needs into training objectives
  • Be specific and use behavioral terms (action
    verbs)
  • Why write training objectives?
  • Aid in design of training
  • Participants know what is expected of them
  • Tool to measure success of training

20
SMARTTraining Objective Checklist
  • Specific Is the desired behavior clearly
    stated, using an action verb?
  • Measureable Have you included
    criteria/standards to be measured and chosen a
    verb that is observable?
  • Achievable Can it be achieved?
  • Realistic Is it realistic?
  • Time-fixed Have you put conditions on the time
    frame within which it will be achieved?

21
Training Objectives KSAs
  • Knowledge
  • By the end of this session, participants will be
    able to list three characteristics of an
    effective trainer.
  • Skills
  • By the end of this session, new leaders will be
    able to demonstrate safe use of a pocket knife to
    include using a safety circle, opening/closing
    the blade and passing the knife.
  • Attitudes
  • Upon completion of the training program,
    participants will gain increased confidence in
    their ability to facilitate a group as
    demonstrated through the practice facilitation
    sessions.

22
Can you give some examples of training objectives?
23
Adult learning is a combination of
psychological, environmental, and interpersonal
challenges. Each of the dimensions needs to be
taken care of well in order to conduct a
successful learning. -Huang, 2005
24
Adult Learning Retention
  • Four Elements of Learning
  • Motivation
  • Reinforcement
  • Retention
  • Transference
  • Characteristics of Adults as Learners
  • Autonomous and self-directed
  • Foundations of life experiences and knowledge
  • Goal-oriented
  • Relevancy-oriented
  • Practical/useful
  • Need respect

25
Adult Learning Retention
  • Motivating Adult Learners
  • Motivation Factors
  • Social Relationships
  • External Expectations
  • Social Welfare
  • Personal Advancement
  • Stimulation
  • Cognitive Interest
  • Barriers

26
Adult Learning Retention
  • Progress and Achievement (results)
  • Academic scores
  • Completion
  • Knowledge gained
  • Positive Transaction
  • Acquisition of change toward goal
  • Self-fulfillment/obtaining education
  • External Support
  • Supportive peers, family, and good learning
    environment
  • Teacher/Instructor influence in face-to-face
    learning
  • Peer support, working together in distance and
    on-line

27
What motivates you?How do you measure your
educational success?How does your
retention/transference occur?
28
Kirkpatricks Four Levels of Evaluation
  • Reaction
  • Smiles Test
  • Customer Satisfaction
  • Learning
  • Assessment of Knowledge/Skills
  • Behavior
  • Job Performance
  • Transference
  • Results
  • ROI
  • Organizational Goals/Gains

29
Rigor Tests
Preliminary Measures Process Measures Outcome Measures
Needs Assessment Target Audience Assessment Behavior (Level 3)
Evaluability Assessment Program Implementation Assessment Organizational Results (Level 4)
Reaction (Level 1) Cost-Efficiency or ROI
Learning (Level 2)
30
  • PRACTICE

31
Conclusion
  • Types of Training
  • Methods
  • Work for illiteracy
  • Objectives
  • 4 levels of evaluation
  • Rigor Tests
  • Did you learn?!

32
Howd we do?
33
References
  • David L. Goetsch and Stanley B. Davis, Quality
    Management for Organizational Excellence
    Introduction to Total Quality (6th edition),
    Prentice-Hall NJ, 2010.
  • Hawes, J., And, O. (1982). Evaluating Corporate
    Sales Training Programs. Training and Development
    Journal, 36(11), 44-46,48. Retrieved from ERIC
    database.
  • Brown, J. (2002). Training Needs Assessment A
    Must for Developing an Effective Training
    Program. Public Personnel Management, 31(4),
    569-78. Retrieved from ERIC database.
  • Ott, J., Clemson Univ., S., Rutgers, T. (2001).
    Improving Workforce Literacy for 21st Century
    Jobs. Retrieved from ERIC database.
  • Buggey, T. (2007, Summer). Storyboard for Ivan's
    morning routine. Diagram. Journal of Positive
    Behavior Interventions, 9(3), 151.
  • Retrieved December 14, 2007, from Academic
    Search Premier database.
  • Meier, D. (2000). The accelerated learning
    handbook. Mcgraw Hill, New York.
  • Russell, L. (1999). The accelerated learning
    fieldbook. Jossey-Bass Pfieffer, San Francisco
About PowerShow.com