Skip to content

Student Learning Objective 5

Organize teamwork in total quality management.

Learning Objective I

Formulate highly effective training plans utilizing appropriate educational pedagogy.

Content

The topic for Module I is making training effective. This module provides a discussion of making training effective. There are several interesting topics in this module including: evaluating training, learning styles and e-learning.

Slide 52: Training Needs Assessment

  • Place training dollars where training emphasis is needed most
  • Ensure that training promotes goals of the organization:
  • What knowledge, skills, and attitudes do our employees need to have to be world-class?
  • What knowledge, skills, and attitudes do our employees currently have?

Slide 53; Providing Training

  • Internal approaches:
  • One-to-one training
  • On-the-job computer based training
  • Formal group instruction
  • Media instruction
  • External approaches:
  • Enrolling employees in short-term training
  • Enrolling employees in long-term training (such as college)

Slide 54: Evaluating Training

  • General Approach
  • Was the training provided valid?
  • Did the employees learn?
  • Has the learning made a difference?
  • Purchased training materials
  • Does the program have specific behavioral objectives?
  • Is there a logical sequence for the program?
  • Is the training relevant for the trainee?
  • Does the program allow trainees to apply the training?
  • Does program accommodate different levels of expertise?
  • Does the training include activities that appeal to a variety of learning styles?
  • Is the philosphy of the program consistent with that of the organization?
  • Is the training credible?
  • Does the program provide follow-up activities to maintain the training on the job?

Slide 55: Learning Styles

  • Material contained in LdPride.net handout
  • Three primary styles
  • Visual learner
  • Auditory learner
  • Tactile/kinestic learner

Slide 56: Principles of Learning

  • People learn when they are ready to learn
  • People learn more easily when what they are learning can be related to something they already know
  • People learn best in a step-by-step manner
  • People learn by doing
  • The more often people use what they are learning, the better they will remember and understant it
  • Success in learning tends to stimulate additional learning
  • People need immediate and continual feedback to know if they have learned

Slide 57: Four-step Teaching Method

  • Preparation encompasses all tasks necessary to get participants prepared to learn, trainers prepared to teach and facilities to accomodate the process
  • Presentation is a matter of present the material participants are to learn
  • Application is a matter of giving learners opportunities to use what they are learning
  • Evaluation is a matter of determining the extent to which learning has taken place

Slide 58: Dale's Cone of Experience

Dale's Cone of Experience

Source: URL to Teacher World dot com containing Dale's Cone of Experience

Slide 59: Bloom's Taxonomy of Learning

Bloom's Taxonomy of learning represented as a pyramid. The levels represent different levels of cognitive achievement ranging from the lowest level, knowledge, to the highest level: Evaluation. The levels are knowledge, comprehension, application, analysis, synthesis, and evaluation

Source: Web link to Bloom's Taxonomy of Learning

Slide 60: Different Types of Training

  • Quality training
  • Orientation training
  • Customer training
  • Ethics training

Slide 61: E-learning

  • Understand that one of the strengths of e-learning is scalability
  • Don't try to provide e-learning opportunities without support
  • Blend e-learning and classroom activities
  • Design student assessments of online learning so that students cannot copy answers out of books
  • Don't force a quick swithch from classroom to e-learning
  • Remeber that e-learning is a tool, not a strategy