1. TRAINING TECHNIQUES
PRESENTED
BY
GAJABA PERERA-GUNAWARDENA
FOR
SIR JOHN KOTALAWALA DEFENCE
ACADEMY
2. SESSION OBJECTIVES
INTRODUCTION TO TRAINING
WHY TRAIN?
TRAINING METHODOLOGY
TRAINING STRATEGIES
SELECTION OF TRAINING METHODS
COMMON TRAINING METHODS
3. LEARNING
LEARNING IS A
RELATIVELY PERMANENT
CHANGE IN BEHAVIOR
RESULTING FROM
EXPERIENCE
4. TRAINING
TRAINING IS A DELIBERATE AND
DESIGNED ATTEMPT TO CHANGE
KNOWLEDGE, SKILLS AND
ATTITUDES REQUIRED TO PERFORM
A SPECIFIC JOB OR A TASK TO
SATISFY A PREDETERMINED
PERFORMANCE ∗∗
5. TRAINING NEEDS
A TRAINING NEED IS A GAP
BETWEEN KNOWLEDGE, SKILLS AND
ATTITUDES REQUIRED IN A JOB,AND
THE KNOWLEDGE, SKILLS AND
ATTITUDES OF THE PERSON
CARRYING OUT THAT **
6. TRAINING NEED ANALYSIS **
ACTUAL DESIRED
GAP
KSA KSA
TRAINING
LEVELS
NEED SOURCES
HUMAN RESOURC PLANNING
•GANIZATIONAL SUCCESSION PLANNING
CUSTOMER FEEDBACK
•OCCUPATIONAL
QUALITY CONTROL FEEDBACK
•INDIVIDUAL PERFORMANCE APPRAISAL
SUPERIOR OFFICER’S REPORT
7. TRAINING OBJECTIVES
TRAINING OBJECTIVES SPECIFY THE
SKILLS, KNOWLEDGE AND
ATTITUDES THAT THE TRAINEE
WILL POSSESS AT THE END OF THE
TRAINING PROGRAM
TRAINING OBJECTIVES SHOULD BE
IN THE SMART FRAMEWORK
8. IMPORTANCE OF
OBJECTIVES
ENSURE THAT THE PROGRAM WILL
RESPOND TO THE NEEDS IDENTIFIED
DETERMINE THE SELECTION OF
TRAINING MATERIALS AND
METHODOLOGY
SERVE AS A BASIS FOR EVALUATING
THE PROGRAM
9. KEY ELEMENTS (1)
ACTION: WHAT TRAINEE WILL BE
ABLE TO DO AT THE END OF THE
TRAINING . ACTIONS (OR
PERFORMANCE) MUST BE
OBSERVABLE, MEASURABLE AND
EXPRESSED IN VERBS OF
OPERATIONS
10. KEY ELEMENTS (2)
CONDITIONS: THEY ARE THE
RESOURCES (BOOKS, EQUIPMENT,
MATERIALS, TOOLS) A TRAINEE
WILL BE ALLOWED TO USE TO
CARRY OUT THE ACTION
(PERFORMANCE)
11. KEY ELEMENT (3)
CRITERIA: ARE THE STANDARDS BY
WHICH A TRAINEE’S PERFORMANCE
WILL BE EVALUATED.
CRITERIA ARE RELATED TO BOTH
QUALITY AND QUANTITY BASED ON
THE REQUIREMENTS OF THE
WORKPLACE.
12. OBJECTIVE FRAMEWORK
AN OBJECTIVE SHOULD STATE:
THE FINAL BEHAVIOR (AN
OBSERVABLE ACTION)
THE CONDITION FOR PERFORMANCE
THE STANDARDS TO BE REACHED
FOR A SUCCESSFUL PERFORMANCE
(MEASURABLE CRITERIA)
13. BASIC APPROACHES TO
TRAINING
PEDAGOGIC OR ANDRAGOGIC OR
DIDACTIC PARTICIPATORY
TEACHER
PARTICIPANT
CENTERED CENTERED
MULTI-
ONE-WAY DIRECTIONAL
COMMUNICATION COMMUNICATION
STRUCTURED FLEXIBLE AND
ADAPTABLE
15. Main Factors Affecting the Choice of Training Methods
Human factors Objectives
•Teacher (trainer) •Knowledge
•Participants •Skills
•Environment •Attitudes
Time and Material Factors
Subject Area
•Time
•Special subject
•Finance
•Inter-disciplinary
•Teaching facilities
problems
Principles of Learning
•Motivation
•Active involvement
•Individual approach
•Sequencing and structuring
•Feedback
•Transfer
17. PLAN YOUR LECTURE
REVIEW THE NEED
SET UP THE LEARNING OBJECTIVES
ORGANIZE THE CONTENT
FOLLOW THE SEQUENCE PRINCIPLE
PLAN ILLUSTRATIONS & EXAMPLES
PLAN THE VISUAL AIDS
PLAN YOUR DELIVERY WITHIN THE
TIME
18. DELIVER
BE CONFIDENT
USE THE THREE Vs
VOICE
VOCALS AND
VISUALS
KEEP EYE CONTACT
KEEP YOUR POSTURE
BE NATURAL
19. DISCUSSION
MORE AN INTERACTIVE
METHODOLOGY
BREAKS THE MONOTONY OF LONG
LECTURE PRESENTATIONS
MOTIVATES & STIMULATES
PARTICIPANTS
IMPROVES TEAM WORK ATTITUDES
20. PLAN THE DISCUSSION
LEAD OR APPOINT A LEADER
IDENTIFY THE MAIN POINTS
IDENTIFY BEHAVIORAL PATTERNS
ENCOURAGE THE SHY
REWARD COMMENTS AND
QUESTIONS
GUIDE AND MONITOR
SUMMARIZE & CONCLUDE
21. CASE STUDY
A COMBINATION OF LECTURETTE
AND STRUCTURED DISCUSSION
METHOD FOR PROBLEM SOLVING
EXPLAIN THE CASE
ALLOW INDIVIDUAL WORK
PROMOTE TO GROUP LEVEL
ENCOURAGE GROUP PRESENTATION
PROMOTE DISCUSSION
22. CONCLUSION
PURPOSE OF TRAINING IS TO
IMPROVE KSA IN PERFORMING THE
CURRENT JOB.
--
THEREFORE TRAINING SHOULD
IDEALLY BE ADDRESSED TO
IDENTIFIED TRAINING NEEDS.
**
CHOICE OF TRAINING METHODS
DEPENDS ON 05 MAJOR FACTORS. **
