Training and Development - Essay Example

Name: Course: Course code: Tutor: Date: Executive summary For effective knowledge transfer, a learner should undergo some training. This ensures that learning has taken place. However, it is a procedure to undergo training and the trainer should prepare adequately so as to deliver the content effectively. In this case, the teacher should prepare in advance towards his lesson and how he will deliver. Therefore, he should write down a lesson plan and all instructional materials. Teaching about using an access card requires the real access card or a specimen. This will help in reinforcing the content thus enhancing better understanding. After the training, the teacher should therefore evaluate the lesson by assessing the learners. This gives the feedback to the teacher if learning has taken place. The teacher can choose a model that is appropriate. For this case, the teacher can use The Kirkpatrick Model because it evaluates the learner at every stage. The teacher can use class assignments to encourage learners for further reading. After the entire training process, the teacher prepares an evaluation checklist to ascertain the criteria for evaluation and assessment. The report thus provides the teacher’s an overview of how the teacher can teach the use of an access card. Contents 1.0 Executive summary 1 Contents 2 Introduction 3 Lesson plan 4 Lesson plan development 4 Basic principles of lesson planning 5 Training Design 6 Role of training design 6 Active learning processes 7 Training Evaluation 9 Training model 10 Appendices 13 1.1 Lesson plan 13 Evaluation Checklist 13 Description 14 1.2 Questions 15 Bibliography 16 Introduction Now days, the whole world is like a small village because of technological advancement. Every activity has been automated by the help of computers which has made every thing simple. Electronic transfer of goods, ideas and services has prompted quick delivery. In the management of organizations, modern technology has been beneficial to both employees and the employers. To facilitate effective management in the organization, some companies have utilized special devices that can monitor each employer’s details and records automatically thus reducing paper work and human labor (Roach). One of the devices used by the organizations is the Access Cards. An Access card is an electronic device that may be used to make payments or monitor the workers’ activities within an organization. The organization issues the card to its employees so that they can clock in and out whenever they need an event transaction. An access card is universal to all employees and so every employer can use it any where within the organization. For the past years, workers have been known to be very sluggish and reluctant in performing their duties. In most occasions, most of them take the advantage of their weak management to skip duties and even if they come, the come very late. Several organizations lose a lot because of lateness in duties and misappropriation of the resources. In different administrative offices, employees waste the assigned materials like papers and other consumables because nobody will make them accountable (Michel Syrett). Access card therefore will assist in monitoring these by ensuring that workers come to work in time and manage the resources effectively. How to do this is very simple: all the employees’ details are stored in the data base of the organization and access to these resources is via access card. Every time the employees report to work must clock in their cards and the data is stored in the company’s data base. Every employee therefore will be accountable for his/her duties. This is very beneficial indeed to the company as well as employees. Access card is not limited in its usage. It can be used for financial transactions as well. Workers can access their salaries via access cards and even make purchases using it. These diverse functions therefore prompted this topic to be chosen. On the other hand, access card has some limitations. Internet fraud is a great threat to its use. It has been confirmed that some burglars trade on internet frauds by accessing people’s details and hijacking. Insecurity is another challenge threatening its use. If more than one person accesses confidential details, chances of credentials accessed is very high. Therefore, there is need to train people how to use this device and enjoy the benefits of technological advancements. Lesson plan A lesson plan refers to a comprehensive description of an instructor’s course of guide/instruction for a particular class. It is developed by a teacher on daily basis so that it can provide direction and guide during the class presentation (Barrow). However, its details vary depending on the favorites of an instructor, curiosity and the need of the students and the subject covered. Lesson plan development Although there are several formats, almost all lesson plans should contain the following elements 1. Lesson title 2. Lesson time i.e. to complete 3. Instructional materials 4. Lesson objectives which may be behavioral( i.e. what the learner is capable of doing by the end of the lesson) or knowledge ( i.e. what the learner can remember by the end of the lesson) 5. A set that focuses the learners on the concepts and skills of the lesson. These include demonstrations, asking questions and reviewing the past lessons 6. Instructional component that gives a comprehensive order of events making up the lesson. 7. Assignment/personal exercises that will help the learners to extent their knowledge and skills on their own. 8. Summary of what the teacher/instructor taught at that particular lesson capturing only the key points. 9. Evaluation which reflects the mastery of the content covered. A good lesson plan A good lesson plan shows the needs and interests of the learners. It integrates the best educational practices used by the teachers in the field. It links with philosophy of education for teachers which makes the teacher joy of educating the learners (Steven A. Beebe). Basic principles of lesson planning 1. A good lesson plan should have some consistency and flow. This implies that it should link different lessons covered before, keeping the flow of the content steady. 2. A well-developed lesson reveals diversity. The lesson should integrate various elements including language, skills, location and participation. This makes the lesson enjoyable. 3. Flexibility-a good lesson should be flexible to accommodate any change of activity. This promotes harmony between the learners and the teachers thus making the lesson interactive Advantages of lesson plan during the instructional process. i. It motivates the teacher/instructor to advance the other lessons ii. It aids teacher’s evaluation for his/her teaching iii. It helps the teacher to develop a sense of self confidence and courage during the instructional process iv. It helps the teacher to deliver his/her content sequentially ensuring teaching content is organized within a given time v. It motivates the teacher in asking relevant and crucial questions to the learners vi. It ensures that previous knowledge of the learners is well taken care of to ensure consistency of content being taught vii. It arouses learners’ curiosity and interest for the lesson if well developed viii. Lesson plans helps the teacher to be well acquainted with the lesson objectives thus restricting the teacher from deviating from the concepts. ix. It improves the teachers’ thinking capacities by ensuring that they think logically and organized manner x. It helps the students to access their mastery of the content especially when the teacher asks the questions or reviews the lesson. Training Design Training design is the process of developing instructional experiences that facilitates efficient acquisition of skills and knowledge. In general, the process involves determining the needs and the state of the learner, explaining clearly the objectives of the instructions and developing the necessary interventions that aid in the transition. Training design process is informed by teaching process (pedagogy) and adult learning (andragogy) proven learning theories that may take place within the student only, community or teacher-led systems (Steven A. Beebe). The results of the instruction may be observed and measured directly or fully hypothesized. In essence, there are various training design models (Roach). They are summarized in five phases: Analysis, Design, Development, Implementation and Evaluation Role of training design The sequential of training design process enable one to: 1. Recognize the performance problem 2. Determine the aims, goals and objectives of the lesson to be taught 3. Define the type of students and their needs 4. Design strategic plans that help in attaining the goals and the needs 5. Evaluate the learning outcomes 6. Assess whether the goals and objectives are being met 7. It ensures that quality instructional and teaching materials are utilized. 8. It ensures effective implementation of learning events by use of appropriate approaches and strategies 9. It ensures that the learning activities are evaluated to assess whether learning has taken place. 10. To facilitate effective planning of learning activities Active learning processes Active learning is a collection of several instruction models that reflects the learning of learner’s responsibility. Learning generally is more than just listening but rather integration of other co-curricular activities that can be analyzed, synthesized and evaluated equally as the learning in class (Michel Syrett). Some of the active learning activities are: Lecture-lecturing is a teacher-centered approach of learning whereby a teacher/instructor gives the learners the content of the subject matter by talking. The learners pay attention to the teacher’s instructions and contribute very little. This method is very applicable when the subject of discussion is new to the learners. In this case, teaching about the use of access card is a new concept that requires the teacher to introduce to the learners facts and fictions about it. It enables the learners to get an overview of what is all about. The learners therefore get a rough idea about the whole subject. In this process, the teacher may integrate other processes to keep the learners active. The teacher can use discussions, question and answer method and assignments. This will keep learners active throughout the lesson. Simulations- this is the most important process for teaching the use of access card. Simulation is the process of demonstrating the real things/act to the learners i.e. how it operates. The learners can witness how the Access card operates and even get a chance of operating it. The teacher uses all teaching aids that are related to the topic. In this case, the teacher uses the relia or specimen. If the card reader is accessible within the organization, it will be more effective (Incomes Data Services). The teacher explains sequentially all the procedures of operating the machine then demonstrate physically to the learners. The learners get time to operate under teachers instructions and ask questions where they have not understood. Simulations are more of practical that calls for total learner’s commitment and cooperation (Michel Syrett). Since using an access card is done practically as well, its makes the learners appreciate and integrate the theory and the practical being taught hence better understanding. The teacher is therefore able to assess each learner’s mastery of content and the manipulative skills. Any form of insignificant change in behavior can be translated to poor knowledge transfer. If the learners do not show exactly how to use an access card, ultimately the teacher can repeat the whole subject matter or change teaching approach. Adults versus active learning When adults take active learning activities, it brings them several years of their experience. They usually view the new learning materials via the lens of such experience. As they continue acquiring new skills and knowledge (Cartwright), they infuse the new acquired knowledge and their previous learning. Adults have been associated with active learning because they gain the following learning experiences: Sharpening of the memory- puzzling activities attracts the adult. They regain their memories when they engage in such activities that require them to think critically. To activate their minds in critical thinking, they prefer active learning. In most occasions, adults have low grasping power especially when dealing with very complex matters. Therefore, they should reinforce their memory with other engaging activities to supplement what they have learned. For instance, teaching adult sequential steps of using an access card without doing it practically may not be of greater benefit to him. Unless the process is done practically, the teaching is in vain. Body fitness-old age is associated with weak body muscles and general body weaknesses. Active learning helps them to regain their strengths and activate the muscles. This will enhance their productivity in the society and feel comfortable wherever they go. From the research carried out, it is shown that physical fitness is a cure of physical ill-health. Adults therefore can prolong their lifespan by participating actively in body exercises (Barrow). How active learning can be incorporated Any profitable activity needs proper planning. Active learning should be incorporated in the syllabus of the schools to be part of the lessons. Enough time should be allocated to every activity in the school environment. Also, the relevant authorities should provide materials and equipment to be used in such activities. Learners should be encouraged to tap their talents and make use of them. Training Evaluation Training evaluation refers to systematic and continuous process of assessing the potential value of a particular training course, event or an activity. The outcome of the evaluation process are used as a guide in making sound decisions within various training components like instructional delivery, design and results, and the overall continuity process (Barrow). Reasons for evaluation Evaluation is a requirement for determining the extent of programs and plans contribute towards the accomplishment of the mission of an institution. Evaluation also helps the organization in: 1. Planning 2. Analyzing the course, programs and the quality/effectiveness of the organization 3. Making decisions 4. Maintaining constant accountability of resources Training model The Kirkpatrick Model This model focuses on four types of outcomes and the results are very effective for most training programs: 1st level evaluation-reaction 2nd level evaluation-learning 3rd level evaluation-behavior 4th level-evaluation-results 1st level-reaction The main aim is to assess the reaction of the learner towards the use of an access card shortly after training and giving the rough idea about it. The teacher can assess the attitudes by asking questions like: did you like the using the access card? In fact, this type of evaluation is more than taking the measurement only. Questionnaires may be used to get the measurement thus making it confidential. Teacher can judge the willingness of the learners to learn towards the procedure at this level. 2nd level-learning The main goal is to suggest what the learners learned at the course of their training. Since the teacher is in possession of the learning outcome outcomes, so will he know if achieved. The teacher can assess by observing the changes in knowledge (what is the significance of using an access card?), skills (can learners operate the card reader machine?) and attitudes (have the weak students mastered the operational procedure?) this level can provide good formative evaluation which can be of great benefit for future advancement. 3rd level-behavior The main objective is to assess whether the learners have known how to use an access card after attending the training session. Incase they have not known, find out why. The evidence of this level will help in assessing the sufficiency of the training program. Learners who have known to use the access card will show behavior change, thus learning have taken place. On the other hand, those who have not mastered the procedure will no show any change in behavior thus leaning has not taken place (Incomes Data Services). 4th level-results This is assessing the final results. It reflects whether the objectives have been met. The outcomes may be: 1. Good mastery of the content 2. Good manipulative skills 3. Systematic operations This model is very inclusive and covers all aspects of learners’ experience. The learners do formative evaluation at every level. Any change in behavior can be noticed by the teacher immediately rather than waiting evaluation at the end of the exercise (summative evaluation) Other benefits are 1. Increased learner retention. 2. Increased academic perfomance 3. Improved student morale. 4. Minimized time wastage. 5. Reduced staff complaints. In order to assess the effectiveness of the training, a set of questionnares may be used. Questions are set basing on each level where learners can fill what they encounter andexpress their ideas openly. The perfomance at every stage can be evaluated thus giving a good feedback to the teacher on areas that need more attention (Sims). This design is very suitable because it is very confidential and inclusive. Appendices 1.1 Lesson plan Lesson: How to use an Access Card Description This lesson plan is purposely meant for learners who are learning to use an access card. The main objective is to bring into the attention of learners proper way of using Accees Card in daily lives especially with the introduction of new technology. This will help them to reduce inconveniences and appreciate the technological advancement (Cartwright). Lesson Session Objectives 1 Basic concepts of using an access card. Day 1 30 minutes 1. Define the term Access card 2. Identify the functions of an access card 3. Explain the advantages of using an Access card 4. Describe how to use an Access card 2 Card operational skills Day 2 1 hour 1. Demonstrate how to insert the Card into the Card reader machine correctly 2. Insert the correct credentials e.g. PIN and password correctly 3. Interpret the Access Card reader and follow the required steps 4. Can recall to terminate the process and take back the Access Card after the service. Evaluation Checklist Description The teacher should assess every learner physically bearing in mind all the procedures taught in class. The teacher should also assess the mastery of the content for all leaners to evaluate their strengths and weaknesses. S. Criteria 1 Una-able 2 Poor 3 Good 4 Very good 5 Excellent 1 Can define and explain the advantages of an access card. 2 Insert an Access Card to the Access Card machine and enter confidential details correctly 3 Use an Access Card following all the correct procedures. Appendix 2 1.2 Questions 1. Define the term Access card 2. Identify the functions of an access card 3. Explain the advantages of using an Access card 4. Describe how to use an Access card 5. List any three applications of access card 6. Evaluate the use of access card in western countries 7. Discuss the limitations of using an access card 8. Describe main features of access card 9. Suggest ways of curbing access card fraud 10. Imagine you are the branch manager of an organization which has been performing poorly, how would you approach your employees to accept to use access card as a way of improving performance? Bibliography Barrow, Colin. E-Training and Development. 2010. 2 June 2013 . Cartwright, Roger. Implementing a Training and Development Strategy. 2008. . Incomes Data Services, Institute of Personnel Management. Training and development. 2007. 2 June 2013 . Michel Syrett, Jean Lammiman. Global Training and Development. 2008. 2 June 2013 . Roach, David. Training and Development. 2004. 2 June 2013 . Sims, Ronald R. Reinventing Training and Development. 2008. 2 June 2013 . 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