1. Provide training through instruction
Lesson 1 –
10 Febraury 2011

2. 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

3. 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

4. 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

5. 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.

6. 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

7. 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

8. 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

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

10. LEVELS OF EVALUATION
Reaction
Learning
Behaviour
Results

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

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

13. 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

14. 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