Provide training through instruction Lesson 1 – 10 Febraury 2011

An introduction Learning outcomes Identify key concepts in training and development State five reasons why training is important in the retail industry Practice training techniques in a class room setting

Develop a workplace learning environment Employee training has become increasingly important as jobs have become more sophisticated & influenced by technological changes Training is a learning experience that seeks a relatively permanent change in an individual’s behavour, that will improve their ability to perform in the workplace

Develop a workplace learning environment Organisations get outputs because people perform tasks to a desired standard e.g. sales Before employees can perform their tasks properly, they must master the special technology used by the organisation e.g. POS Training is the acquisition of the technology which permits employees to perform to a standard e.g. make enough sales to profit the company 1/3

WHAT IS THE DIFFERENCE BETWEEN TRAINING & EDUCATION? Learning related to the present job. EDUCATION (closely related to development) Broader implications & applications - does not concentrate upon learning or acquisition of particular skills. DEVELOPMENT Emphasises personal growth & improvement.

Things to consider An organisation’s training needs should consider the following :- what are the organisation’s goals and objectives what tasks must be completed to achieve these goals what behaviours are necessary for each job to be performed correctly what deficiencies, if any, do employees have in skills, knowledge or attitudes requires to perform the necessary behaviours

Training and Development An effective training programme should be consistent with the following principles:- learning is enhanced when the learner is motivated learning requires feedback reinforcement increases the likelihood behaviour is repeated practice increases learners performance learning begins rapidly then plateaus learning must be transferable to the job

Training and Development Formal training methods can be classified as: on-the-job e.g. apprentices, rotation, instruction etc. off-the-job e.g. lectures, conferences, films, simulations etc Training EVALUATION methods : reactions of participants or managers test-retest method pre-post performance method

TRAINING METHODOLOGIES Lecture Modified lecture Role-play Small Groups Case Study Demonstration Field trips Computer Instruction

LEVELS OF EVALUATION Reaction Learning Behaviour Results

AREAS TO BE EVALUATED Programme Presenters Trainees By trainees By observers Trainees Reaction Learning Attitude

AREAS EVALUATED (continued) On-the-Job Results Behavioural Productivity Facilities Resources Ancillary

Training and Development Small group activity – a micro training session: Select one of the following topics Promote a product Selling a product Customer service Conflict resolution Workplace communication Prepare a 5 minute micro training session based on the above topic Use some of the principles and techniques outlined in the theoretical component of today’s lesson

Hints Select the topic Introduction Body – 5 to 7 key points Provide an overview Explain the topic -give examples Body – 5 to 7 key points Each point is explained in detail Ask for examples Conclusion Summarise key points