喜来登酒店导师培训课件

♦ Consider limitations due to – facilities – length of training – delivery method – how quickly the training needs to happen
Options for Sequencing Materials
you do?
Training Process: ADDIE
♦ Analysis – formal/informal needs assessment – determine goals & objectives ♦ Design – determine the content – determine delivery method ♦ Development – create the materials ♦ Implement – deliver the content ♦ Evaluation – results based on objectives
♦ Choose a subgroup if unable to survey all ♦ Contact those most relevant to the training first
– be careful not to bias input
♦ Focus on participant outcomes after training ♦ Do mini needs assessment before each training
Personal Qualities to Look For in a Trainer
♦ Self-confidence ♦ Awareness of ♦ Ability to listen ♦ Sense of humor ♦ Communication &
environment ♦ Ability to build bridges—relate old to new ♦ Organizational skills ♦ Desire to learn
Considerations for Teaching Adults
♦ Are they READY – sufficient skills – see a need to learn ♦ How will it effect their daily job life – personal benefits ♦ Practical practice – hands-on exercises, real-life scenarios ♦ Knowledge sharing/Participation – ask questions – encourage discussion ♦ Relate training to something they know
♦ Skills – how to – steps ♦ Knowledge – critical thinking – decision making ♦ Attitudes – ethics/values – behavior
Skills Required to be a Trainer
♦ Subject matter expertise ♦ Design – instructional design – apply learning principles ♦ Material production – graphics, layout, media creation – computer experience ♦ Presentation – voice, personality, technical expertise
Objectives (SMART)
♦ Specific – state desired results in detail ♦ Measurable (observable) – use verbs that describe what trainees will learn ♦ Action – describe an action that the trainee will perform ♦ Realistic – achievable ♦ Time frame – how long will it take the trainees to learn the skill?
♦ Brainstorm the topic ♦ Eliminate what isn’t necessary to match
your needs assessment and objectives
– what they already know – more than they need to know now ;)
For Every Chunk
♦ Tell them what you are going to teach and
why they care
– big picture/overview – how it fits into their work life with examples
♦ Teach them – show them how – do an exercise – ask/receive questions ♦ Get them to personalize, by having them: – say how they will use it – consider pros, cons and barriers
TRAINING the TRAINER
An Infopeople Workshop
Cheryl Gould gouldc@ Spring 2003
Agenda
♦ Purpose of Training ♦ Qualities of a good trainer ♦ Needs Assessment and Objectives ♦ Designing & Developing Training Materials ♦ Delivery
♦ Storyboard ♦ Outline ♦ Powerpoint ♦ Index cards ♦ Sticky notes
Organizing the Presentation
♦ Set the stage – introductions (you & them) – agenda, breaks, bathrooms – get “buy-in” by telling them what and why ♦ Content – logically organize the main points (in chunks) – add sub-points to each chunk – include Visual Aids, Exercises, Handouts ♦ End – summary – questions – other learning opportunities
♦ Complex point to be made ♦ To show process or steps ♦ To show change over time ♦ Make something stand out
Why Offer Training
♦ Your training goals should support the
goals of your organization – overall purpose(s) – long range visions – broad
Purpose of Training is to Produce Change In…
Evaluations
♦ Evaluate based on objectives ♦ Did the participants:
– learn what you had planned? – implement what they learned? – improve their job performance or service to the public?
Why Do A Needs Assessment?
1. Find the gap in SKA: – SKA = Skills, Knowledge & Attitude – Gap = what they know minus what they need to know 2. Determine if training is the answer 3. Determine objectives of training – What should they do better to improve job performance or service to the public?
Methods of Delivering Training
♦ Instructor-led – One-on-one – Group – Lecture ♦ Self-paced – Distance-Ed – Web tutorial – CD-ROM
When to Create Visual Aids
Assessment Methods
♦ Informal – observation – pre-class surveys – group discussions ♦ Formal – interviews – task analysis – focus groups – surveys
Needs Assessment Tips
“Cone of Experience” People generally remember:
10% of what they read 20% of what they hear Read