Training and Learning Design
Once a training needs analysis has been carried out and the training needs have been identified, performance objectives can be written. These are clear descriptions of what the training is intended to achieve. By looking at the objectives, a reader should get a clear idea of what they will be able to do as a result of the course. This means that they will normally contain descriptions of active skills. We normally put them in a list headed something like "at the end of the course, participants will be able to:-" As
DANOS describes the expectations on competent workers it effectively provides a database of objectives and learning outcomes.
Experiential learning
Experiential learning is the most effective way for adults to develop new skills. It is a lot more than doing a presentation or a small group exercise and then answering a few questions.
It is often demonstrated as a Learning Cycle described in a number of ways - but in its essence there are four stages:-
- doing something - an even happens
- reflecting on it - people are asked to describe what they thought, felt and did and the outcomes. The more this is done without interpretation, judgement or blame the better.
- drawing conclusions- what can be learned from that
- and planning the change- how the changes can be put into practice the following day in the workplace
So we don't plan for long lectures but for short presentations, open discussions and case studies.
