Facilitation of Training: Focus On The Trainee
• KSAs
• Motivation of trainee
• Conditioning & Reinforcement
• Goal Setting
KSAs
No trait & treatment A trait & treatment
interaction interaction
High
High
Learning Objectives
Learning Objectives
Low
Low
Low High Low High
Individual Trait Individual Trait
Motivation of Trainee
Motivation is simply
- The reason for an action
- That which gives purpose and direction to behaviour.
1. MASLOW’S NEED HIERARCHY THEORY
2. HERZBERG'S MOTIVATION HYGIENE THEORY
Hygiene factors
1. Pay should fair and unbiased 4. Physical working conditions
2.Company policies and administrative 5. Status
policies
6. Interpersonal relation
3. Fringe benefit
7. Job security
Motivational factors
1. Recognition 2. Sense of Achievement 3.Responsibility 4.Growth and promotional
opportunity 5.Meaningfulness of work
Expectations towards training
– Positive expectations
– Negative expectations
3. EXPECTANCY THEORY
Vroom’s Expectancy theory proposed that people motivate themselves to
accomplish only those goals which are achievable.
Expectancy
Instrumentality
Valence
• E1= the belief that effort will lead to desired performance
• E2= the belief that desired performance will lead to desired outcomes
• V1 = the emotional orientations people hold with respect to outcomes
CONDITIONING & REINFORCEMENT
1. CLASSICAL CONDITIONING
2. OPERANT CONDITIONING
• Positive reinforcement - give an organism a pleasant stimulus when the operant response
is made.
• Negative reinforcement - take away an unpleasant stimulus when the operant response is
made.
• Positive Punishment presentation of a stimulus to decrease the probability of an operant
response occurring again.
• Negative Punishment - the removal of a pleasant stimulus to decrease the probability of
an operant response occurring again.
REINFORCEMENT METHODS & TOOLS
• A process for Managers/Supervisors to follow in preparing their staff members for
training and in following up once the training is completed
• Podcasts done in "talk radio" style clips to reinforce skills taught in the classroom.
• Pocket-sized skill checklists for use by Managers as they observe their people on the job
• Training for Managers on how to coach and give tailored feedback to their staff
members
• Laminated wallet-sized skill reminder cards for participants
• Skill reinforcement on CD or DVD
• One-on-one observation and coaching of participants by Global Learning Link
• Online knowledge quizzes coupled with incentive programs
GOAL SETTING
• Specific goals lead to better performance & more predictable effects
• Goals must match to the individual’s ability
• Feedback concerning the degree to which the goal is being achieved is necessary for
goal setting to have the desired effect
• For goal setting to be effective, the individual needs to accept the goal that is set
Ten Steps for Goal Setting
1. Establish goals.
2. Include your supervisee in selecting goals
3. Customise your plan.
4. Write out goals.
5. Make goals as specific, clear, objective, realistic, and obtainable as possible.
6. Create a hierarchy of objectives.
7. Divide goals into competency areas:
– Knowledge and theory
– Practice and skill
– Personal self-awareness
8. Select methods and techniques to best accomplish goals.
9. Tie goals to evaluation.
10. Revisit and review goals periodically
