MODULE 4 - DEVELOPING TRAINING CONTENT

DEVELOPING A TRAINING SCHEDULE

Steps:

Assessing Training Needs:

1. Skill Gap Analysis: Identify differences between existing and desired skills.
Use this data to target specific areas for improvement and build a skilled
workforce aligned with company goals.
2. Determine Current Knowledge: Evaluate employees' existing skills through
questionnaires, surveys, observations, or formal assessments to pinpoint
areas requiring development.
3. Employee Feedback: Foster open communication to understand employees’
perspectives on skill gaps and training needs, allowing for personalized and
effective training methods.
4. Review Current Resources: Analyze existing training programs to identify
what is working, what needs improvement, and where gaps in the training
strategy exist.

Set Clear Training Objectives

Establish specific, measurable, achievable, realistic, and time-bound (SMART)

goals. These should align with organizational objectives and clearly state what
participants will learn or accomplish.

Identifying Suitable Training Methods

Selecting the best training method requires understanding employee learning styles
and organizational factors like size and budget. Key training methods include:

1. eLearning: Flexible, self-paced learning that accommodates individual needs,

ideal for distributed workforces.
2. On-the-Job Training: Active, hands-on learning during work tasks,
encouraging practical skill application.
3. Instructor-Led Training: Traditional classroom-style sessions with a trainer
guiding participants, effective for collaborative learning.
4. Coaching: Personalized mentorship by a supervisor or experienced
employee, focusing on specific tasks or career development.
5. Simulation Training: Scenario-based practice that mimics real job tasks,
ideal for roles requiring precision and hands-on skills.
6. Video Training: Cost-effective and engaging, it offers scalable delivery of rich
learning content.
Developing Effective Training Material

To create effective training content, start with a clear, detailed outline based on your
training goals and delivery plan. A task-based approach works best for organizing
content. Use various tools to create diverse materials, such as:

● Documents: Word, Excel, and PDFs for handouts.

● Presentations: PowerPoint decks for visual delivery.
● Visual Aids: Flipcharts, posters, or computer-generated graphics.
● eLearning Tools: SCORM authoring software for online training modules.

Tips for Designing Training Materials:

1. Empower employees to take control of their learning journey.

2. Incorporate interactive and engaging elements.
3. Seek and integrate feedback during training.
4. Present content in a chronological, immersive, and engaging manner.
5. Use conversational styles for video training.
6. Avoid overly dense written materials to maintain clarity and engagement.

Invest in Training Technology

Organizations should leverage technology to streamline and scale training programs,

especially for large teams. Key tools include:

● Digital Adoption Platforms (DAPs): Provide automated, personalized in-app

training with step-by-step walkthroughs, interactive videos, and relevant
articles. They integrate with LMS and eLearning tools like xAPI and SCORM
to track learner progress and refine content.
● Learning Management Systems (LMS): Automate learning paths based on
user behavior, track course completions, and suggest relevant content,
reducing the workload on L&D teams.

Engage and Motivate Participants

To ensure effective learning, employ strategies like:

● Relevance: Show how training benefits participants' roles and career goals.
● Interactivity: Use activities, group discussions, and real-world scenarios.
● Clear Goals: Set expectations, provide feedback, and celebrate progress.
● Open Communication: Encourage questions and idea-sharing to increase
engagement.

Evaluate and Monitor Training Programs

Evaluate the program’s success using these methods:

 ● Employee Feedback: Gather opinions through surveys or interviews to
assess the training's impact.
● Knowledge Assessment: Use tests or observations to measure learning
outcomes.
● Job Proficiency: Monitor how employees apply new skills in their roles.
● Data Analytics: Analyze interaction data from training platforms to identify
effective content.
● Business Outcomes: Review performance metrics like revenue, cost
reduction, and productivity improvements after training.

By combining these steps, organizations can ensure training programs are impactful,
efficient, and aligned with business goals.

Sample Training Schedule

Day 1: Date
Time Location Topic Training Type
and Facilitator
8: 00 am – Administrative New Hire Orientation Instructor lead:
12:00 pm Center HR
12:10 pm – 1:15 Lunch Employee to go to Employee
pm lunch on their own
1:15 pm – 2:15 Department Department Activity Supervisor
pm
2:15 pm – 3:15 Supervisor’s Office Review of Job Supervisor
pm descriptions, roles
and responsibilities
3:15 pm – 5:15 Desk ● Set up and Online training
pm organize desk My HR -> my
● Start required Training
training: Make
IT Safe and
Building a
Foundation
Day 2: Date
Time Location Topic Training Type
and Facilitator
 Day 3: Date
Time Location Topic Training Type
and Facilitator

Day 4: Date
Time Location Topic Training Type
and Facilitator

DESIGNING TRAINING MODULES

Creating training modules, as well as developing a training curriculum, requires

careful planning and execution. In this comprehensive guide, we walk you through
the process of developing an effective training module.
Whether you’re a seasoned instructional designer or just want to learn how to create
training modules, this guide will provide you with valuable insights and practical tips
that will empower you to create an impactful training module.
A. Background and Descriptive Information

1. Purpose: Explains the rationale for the curriculum's development and its
intended use.
2. Audience: Identifies the target group for the curriculum.
3. Supporting Information: Includes details to adapt the material to different
settings.
4. Resources: Lists references, tools, guidelines, and prototype materials
supporting the content.
5. Copyright and Contact Info: Provides ownership and communication
details.

B. Using the Curriculum

 1. Adult Learning Principles: Guidance on incorporating methods effective for
adult learners.
2. Learning Tips: Suggestions to enhance understanding and retention.
3. Competencies: Statements of intended learning outcomes and skills.
4. Adaptation: Strategies for customizing materials to fit diverse audiences or
contexts.

C. Course Planning

1. Requirements: Lists materials, equipment, and facility needs.

2. Overviews: Summarizes modules and key messages.
3. Structure: Provides a sample course outline or agenda with timing
guidelines.

D. Customization for Participants’ Needs

1. Needs Assessment: Tools (e.g., questionnaires) to identify learning objectives

and skills gaps.
2. Interactive Exercises: Activities to clarify participant goals and assess prior
knowledge.
3. Customization Tips: Recommendations for modifying content to address
group-specific needs.
4. Optional Modules: Supplemental material for specific contexts.

E. Learning Objectives

1. Clear and Specific Goals: Defines what participants should know or be able to
do post-training.
2. Measurable Outcomes: Enables evaluation through tests, exercises, or
observation.
3. Achievability: Sets realistic expectations considering time and group size.

F. Course Content

1. Outline and Schedule: Includes detailed content, activities, and timeframes.

2. Presentation Materials: Provides easy-to-follow trainer notes, handouts, and
visuals.
3. Active Learning: Incorporates role-playing, discussions, case studies, and
practical exercises.
4. Participant Materials: Ensures materials are accurate, understandable, and
well-ordered.
5. Progressive Content: Moves from basic concepts to advanced topics.
6. Opportunities for Review: Builds on participants’ prior knowledge and skills.

G. Evaluation Plan
 1. Assessment Tools: Includes methods for evaluating participants’ learning and
progress.
2. Evaluation Levels:
○ Process: Feedback on workshop quality, trainer performance, and
resources.
○ Outcome: Immediate changes in knowledge or behavior via pre- and
post-tests.
○ Impact: Long-term training outcomes through follow-ups and
interviews.
3. Improvement Suggestions: Gathers feedback for future training.
4. Self- and Observer Evaluations: Tools for trainers to refine delivery.

Publication Development Process

1. Draft Stage: Includes team input on planning, content, draft layout, and
preliminary review.
2. Final Stage: Finalizes text and visuals, sends materials for printing, and
conducts a final review.

This framework ensures the creation of an effective, adaptable, and impactful

training curriculum.

IDENTIFYING AND DEVELOPING INNOVATIVE PEDAGOGY

Pedagogy is the study of being a teacher or the process of education. Pedagogy as a

science explores the processes by which society deliberately can transmit its accumulated
knowledge, skills, and values from one generation to another, from one hand, and activate
individual person’s growth – from another.

These tools may include educational goals set by the student and teacher, strategies or
styles of instruction, the educator’s own philosophical beliefs, the student’s background
knowledge and experience, the curriculum, modern technological devices, monitoring and
test system and others.

The term innovation derives from the Latin word innovatus, which is the noun form of
innovare "to renew or change".
Innovation generally refers to the creation of better or more effective products, processes,
technologies, or ideas that are accepted by those in charge of education – teachers,
administrators, parents, etc. Innovation differs from invention or renovation in that innovation
generally signifies a substantial positive change compared to incremental changes.
Not seldom innovations are not accepted by educators or policy makers. So some say true
innovations are heretic and belong to the future.

Here are main steps of thinking on innovative process construction

 ● What is desirable for users (both students and future employers)
● What is possible with curriculum and technology
● What is viable at educational market
● What is beneficial for the community
● What is sustainable for our environment?

Innovative Pedagogy as a science and practice has a responsibility to prepare citizens of the
knowledge society who are able to be creative, face changes, manage and analyze
information, and work with knowledge.
Worldwide schools and teachers are in various states of reform to adapt their instructional
practices and educational systems to be more effective.

The role of teachers has shifted from being a subject matter expert who transmits
information to acting as a facilitator of student learning in the knowledge society.
Current reforms emphasise teachers develop students' capabilities in problem solving,
teamwork, and learning to learn, reflective thinking.

PROVIDING SCOPE OF INTERACTION

● ​Pop Quiz - A simple quiz that asks some easy questions is a great way to start. Use
a projector and show the questions, and then ask members of your group to respond
to see if they know the answers.
● Play Games - You can also create a few fun training games for work that will get
everyone involved in the learning process. It can be anything from telephone to a
quick trivia competition or game show style like jeopardy.
● Tell Stories - Everyone loves a good story. Keeping the training session relatable to
daily life is a great way to keep participants engaged. The goal is to make sure that
your employees feel involved in the learning process. Storytelling has a lasting effect
on our memories and can also support knowledge retention.
● Keep it Visual - Visual stimulation engages participants to pay more attention to the
things you have to say. If you simply stand at a podium and talk for over an hour,
chances are that many people will start to zone out quicker. Try adding some
colourful graphs, charts, or even some humorous cartoons or memes in your
presentation (depending on the setting).
● Break it Up - Try to break your lecture up into smaller, bite-sized chunks instead of
talking for a long period of time. You can toggle between talking, asking questions,
and getting the audience involved to make things more interesting. Consider playing
some short videos throughout the lecture to keep your audience engaged.
● Ask Questions - Another good way to ensure a lecture is interactive is to ask your
trainees questions about the content they are learning as you go. This will keep
people on their toes and encourage them to pay close attention to what you’re saying
in case they are called on.

Benefits of Interactive Training

● Retaining Attention Spans - Employees’ shrinking attention span demands that
organizations create content that keeps the audience engaged. While the traditional
 training method can’t really guarantee if the learner is really listening, regular
interactions and conversations will ensure that the participant is paying attention to
what is being taught.
● Information Retention - Making learners aware beforehand that there will be pop-up
quizzes encourages them to pay attention and makes them more receptive to the
information. Conducting impromptu quizzes and undertaking Q&A sessions in
between the training will keep the trainees engaged and help in analyzing if they’ve
thoroughly grasped and understood the content.
● Increases Engagement through Interactive Elements - Including interactive elements
such as drag and drop, multiple choice, click and display, true or false etc. in the
training material increases user engagement. Interactive content ensures a highly
engaging user experience and enhances the impact of the training delivered.
● Real-time Feedback - Interactive corporate training makes instant evaluation
possible. Participants can receive real-time feedback for the answers submitted on
the training portal. It also enables managers to track the progress of individual
employees. In case of Q&A sessions and pop-up quizzes, the trainer can gauge the
level of understanding of the trainees and proceed accordingly.
● Motivation through Gamification - Gamification motivates people to perform better.
Introducing gaming elements such as a leader board or scoreboard creates a
competitive environment, encouraging participants to perform and score well.
Awarding points for each achievement and providing badges as rewards inspires the
trainees to enhance their performance in the next task.
● Improves Problem Solving Skills - Simulation and virtual training environments are
risk-free and hence participants are free to test their skills in an online environment.
There’s no harm even if they commit a mistake. Participants can implement their
knowledge in virtual scenarios and get real-time feedback. This will help them avoid
mistakes in a real-world scenario. This exercise helps in developing problem-solving
and critical thinking skills.
● Team Building - Form small groups and give them a task to perform or assign a case
study for discussion. When everyone works towards a common goal, it leads to
brainstorming and creation and amalgamation of different ideas, which in turn would
lead to the implementation of the best possible solution. This helps build
communication within the team and promotes healthy debates to address problems
and find solutions.

Improving the training approach helps build a productive workforce, hence organisations
today are implementing effective training strategies with an aim to enhance the skills of their
employees and optimise their productivity. Interactive training provides an immersive and
engaging learning experience for them. It helps learners retain information and apply them at
appropriate situations, and also prepares them for future roles and responsibilities by
developing their interpersonal and problem-solving skills. An interactive session makes the
training more fun and enjoyable compared to traditional training methods.

USE OF INNOVATIVE TECHNIQUES IN TRAINING

Difference between Creativity and Innovation:

 1. Mobile Learning - Hands down, this has to be the most popular method of employee
training today. People spend a majority of their free time on mobile devices. Checking
their phones every minute has almost become second nature.
This makes mobile learning the most effective form of training delivery. Using the
device of their choice for training delivery will ensure that they will go through the
learning module with due diligence.
Only thing is, you need to ensure that the content is engaging enough. But with
various eBook creation platforms that offer interactive features, creating engaging
content shouldn’t be a problem. Here are 5 Ways to Create Effective Interactive
Training Content.

Advantages:
● Employees can learn at their own pace
● They have access to the learning content 24×7
● Mobile learning is more convenient as it can be accessed anytime and anywhere
● Content is stored on the cloud, which means L&D teams can update it as and when
required

Disadvantages:
● Distractions: Frequent notifications and apps can divert attention from learning.
● Limited Screen Size: Small screens may hinder content readability and engagement.
● Internet Dependency: Requires stable connectivity, limiting access in remote areas.
 ● Health Issues: Prolonged screen time can lead to eye strain and poor posture.

2. Blended Learning - Blended learning is a combination of online and offline training.

This method is popular for utilizing the attributes of both types of training techniques.
One offers the comfort of familiarity of the age-old classroom learning, while the other
tries to detach the training from the classroom by allowing employees to access the
content on their mobile phones, tablets and laptops.
By combining both the training delivery methods, employees get a more holistic
learning experience. Blended learning makes it easier for instructors to personalize
the course modules based on competency and learning capacity of the employees.
At the same time, employees can learn concepts all by themselves through online
course modules.

Advantages:
● Employees can learn concepts online and get guidance from their instructors during
face-to-face interaction.
● Slowly takes the employee out of their comfort zone by blending both learning
methods.
● Instructors can address the particular learning needs of each employee.
● Employees can discuss problems in real-time as well as during face-to-face sessions
and come up with plausible solutions.

Disadvantages:
● Technology Dependence: Requires access to reliable devices and internet, which
can be a barrier for some students.
● Reduced Engagement: Students may struggle with motivation and interaction in
online components.
● Complex Implementation: Designing and managing both in-person and online
elements can be time-consuming for educators.
● Unequal Access: Disparities in digital literacy and resources can create an unequal
learning experience.

3. Video Training - There has been a tremendous spike in the consumption of video
content in recent years. YouTube has 300 hours of video uploaded every minute,
whereas 95 million photos and videos are shared on Instagram each day.
These numbers show that creating video based training modules will not only be
better received by the learners but will also have more engagement value.
There are various styles of videos that you can opt for. The commonly used formats
for video training include animation, demo video, explainer, and live action.
In fact, you can utilize all the formats to develop a training module, depending on
your training objectives and budget. So, if you want your modern-day learners to
 retain the knowledge you present, you have a whole range of video formats to
choose from. And they are definitely more effective than plain text.

Advantages:
● The visual elements help improve knowledge retention
● High rate of engagement
● Addresses different learning styles of visual, auditory and kinesthetic learners
● Employees can pause, rewind, and fast forward to re-watch a part they missed or
didn’t understand.

Disadvantages:
● Lack of Interaction: Limited opportunities for real-time questions or discussions.
● Technical Issues: Requires stable internet and suitable devices, which may hinder
accessibility.
● Engagement Challenges: Passive learning can lead to reduced attention and
retention.
● One-size-fits-all: Lacks personalization for diverse learning styles or needs.

4. Microlearning - Microlearning, as the name suggests, is learning content that is

micro in size. These training modules are more like short nuggets which are created
for people to go through while on the go. Microlearning is the apt solution for busy
individuals, especially for those in the sales department.
They can get just-in-time information whenever they need without having to scroll
through lengthy notes. The concept of microlearning evolved from mobile learning.
Although these short modules are also delivered on mobile devices, they are far
shorter, and crisp compared to mobile learning modules.

Advantages:
● Just-in-time information for employees on the go
● Short crisp knowledge nuggets for quick view
● Easy to create and deliver
● Provides quick refresher on skills before they perform a task

Disadvantages:
● Limited Depth: Microlearning focuses on short, specific topics, which may lack depth
for complex subjects.
● Fragmented Learning: Learners might struggle to connect fragmented concepts into
a cohesive understanding.
● Not Suitable for All: It’s less effective for teaching advanced skills or critical thinking.
● Overload Risk: Excessive small modules can overwhelm learners and reduce
retention.
 5. Simulation and Game-Based Learning - Learning by doing is way more effective
than learning by reading. In a typical business environment, employees are at times
required to make instant decisions. And as you know, timely delivery of output is
important for every business.
In order to prepare the employees for any situation that comes up at the workplace,
simulation exercises are a great approach to achieve this aim.
In simulation training, employees are encouraged to experiment and take risks by
trying out alternative courses of action. This lets them experience different outcomes,
helping them understand the correct way to do things at work.
This type of training involves building a story around the concept and allowing the
learners to apply their knowledge to proceed further with the course.

Advantages:

● Engaging and Interactive Environment - Combines real-world scenarios with gaming

elements to maintain learners’ interest and motivation.
● Risk-Free Learning - Provides a safe space for learners to experiment, make
mistakes, and learn without real-world consequences.
● Skill Development - Enhances problem-solving, critical thinking, and decision-making
skills by placing learners in challenging scenarios.
● Immediate Feedback - Integrates real-time performance tracking and feedback,
allowing learners to assess their progress and adjust strategies.

Disadvantages:

● High Development Cost - Designing and implementing combined simulation and

game-based learning programs can be expensive and time-consuming.
● Learning Curve for Technology - Users unfamiliar with gaming interfaces or
simulations may struggle initially, impacting learning outcomes.
● Potential for Distraction - Gamified elements can divert learners from the core
educational objectives if not properly balanced.
● Limited Real-Life Transferability - Some simulated scenarios may oversimplify
complexities of real-life situations, reducing applicability to actual tasks.

MODULE 5 - SKILLS OF A TRAINER

TRAINER CHARACTERISTICS FOR EFFECTIVE TRAINING

● Trainers are Strategic Thinkers and Partners - A trainer is a strategic thinker. A

strategic thinker possesses strong business acumen and has a good grasp of how
the training process directly affects the business. Strategic thinking is not only
restricted to being a part of training manager skills but is also one of the attributes of
a good trainer as well. An understanding of revenue, cost, margins, ROI (return on
investment), and staffing would definitely give a trainer better insight on how his or
 her role affects the organization. In addition, another one of the qualities of a good
trainer is that he or she is a strategic partner.
● Trainers are well-versed in Instructional Design - One of the best qualities of a
good trainer is that they are well-versed in the instructional design process. Aside
from being included in the list of skills of a training manager, instructional design (or
ID) is also a big part of a trainer’s repertoire of competencies. A working knowledge
of Training Needs Analysis (or TNA) and the application of the inductive learning
process through different adult learning methodologies are required.
● Trainers are Project Managers - Once the instructional design and all its intricacies
have been accomplished, the time has come to implement the learning program!
Doing so requires a bit of project management, because the trainer, most of the time,
not only has to teach the course but also has to plan the program’s implementation
and organize the required resources. Being able to manage projects is also one of
the outstanding qualities of a good trainer. This then points back to key point #1.
Involving key stakeholders and getting everyone’s support for the initiative demands
dependable strategic partnering skills.
● Trainers are Facilitators of Change and Learning - As mentioned above, a
trainer’s main duty is to facilitate classes; but contrary to common belief, this just
takes advantage of about twenty percent of a trainer’s skillset. While it is always a
given that classroom facilitation is, in itself, part of the qualities of a good trainer,
what’s more important though is that a trainer is expected to be a facilitator of change
– or even better, an advocate of change. With today’s adaptive global workforce and
dynamic business environment, changes are constant. Processes and knowledge
that were the standards a few days ago can become obsolete and defunct in the
blink of an eye.
● Trainers are Evaluators - This is probably one of the most overlooked qualities of a
good trainer. The skills required for trainers regarding evaluations include, but are not
limited to: conducting surveys, creating effective tests, and assessing learners
through observable behavioral changes. Moreover, checking performance trends and
computing for a learning program’s ROI (return on investment) are also parts of the
evaluator skillset. Creating evaluations and analyzing data play big parts in the roles
and responsibilities of a trainer. These two not only help the trainer determine
learning needs but can also help establish the success (or failure) of a training
program.
CHALLENGES AND RESPONSIBILITIES OF A TRAINER

Traditional roles of a trainer:

Responsibilities of a trainer:

● Content Curation: The modern trainer has the advantage of using the huge
available data on the web. But the problem lies in sorting, analyzing and presenting
the already available data in a meaningful way. Content curation does not mean
discovering new ideas or creating anything new but a modern trainer needs to have
good working knowledge about using the internet or the legal complications of using
the already available data.
● Knowledge of E-Learning activities: Knowledge of E-learning schedules and
activities becomes an absolute necessity for the modern trainer. A modern trainer
needs to be appreciative of the E-Learning techniques and methods in order to use
them in his training schedules and blend the best of training methods together for his
trainees.
● Analysing and Interpreting the entire picture of imparting training: The ability to
forecast and analyse the entire picture of training will not only be beneficial for the
trainer but also for the organization as well as the trainees. This would help the
trainer to choose the most effective method of imparting training suiting the budget of
the organization.
● Creating and using visuals for effective delivery: Nowadays, visuals play a very
important role in training delivery. A modern trainer should effectively create and use
visuals to make his presentations worth listening to. The visuals need not be artistic
but have to be attractive enough to catch attention of the trainees.
● Should be efficient with oral, written as well as visual communication: A
modern trainer should be well versed with oral, written as well as visual
communication skills. While the traditional trainer was expected to be conversant
only with oral communication skills and body language but for a modern trainer
grammatical knowledge, proper sentence framing, gab for writing along with
confident delivery is an absolute necessity.
 ● Use the remote learning tools effectively: A modern trainer needs to understand
the use of remote learning tools and should have the knowledge of its usage and
application. Right from the primitive remote tools like E-mail to the most updated
solutions like virtual online presence, these remote learning tools have widened the
scope and horizon for a trainer. A modern trainer has to exude confidence while
dealing with non face to face interaction while imparting training.
● Training evaluation: Training evaluation is an attempt to identify the effects of a
training program and a modern trainer needs to be a pro at calculating the cost
–benefit analysis of a training imparted. Training evaluation helps in comparing the
post training results to the objectives expected by the trainer, trainees, administrators
and management in totality. Without training evaluation, the results of training would
not be fruitful.
● Acts as a Consultant and Innovator: A modern trainer is more concerned with
identifying and analysing business problems and attempting solutions for the same
through training. Training imparted without any proper objective or goal becomes
meaningless in the long run. Also, as an innovator the role of a trainer is to manage
changes in the organization and effectively provide performance solutions.

Challenges of a trainer:

● Inconsistent Training due to multiple locations: Organizations today are not

confined to a single location but are widespread across different locations with
various branches. Though this expansion is desired but at the same time there can
be no guarantee that the training imparted would be the same and consistent across
the different branches because the trainers and trainees would be different in
different branches. Also, in such cases the result exhibited by the various branches
might be drastically unmatched and different.
● Reach Global Employees: In most cases, corporate training is imparted in the
global link language i.e. in English. However, global expansion throws in the
challenge of imparting training in nations where the population is not familiar with the
English language and prefers to stick to their own native language. In such situations
training delivered in the English language will not bear the desired fruits.
● Training should be beneficial to New-Age Learners: Learners and employees of
today would like to have access to short term training programs at their own
convenience. The challenge for new age trainers is to be ahead of their trainees in
terms of the use of technology and to device training modules which would be easily
compatible with smart devices owned and operated by the trainees.
● Updating Training Modules: The ease of use of technology and its easy access
throws in challenges of its own. Modern trainers cannot have a lethargic approach to
learning. The trick is to offer trainees something fresh, different and out of the box
which makes attending the training program worthwhile and interesting.
● Application of skills acquired: A training program however good would be
considered ineffective and superfluous in the absence of lack of application. Training
should develop a culture of self managed learning but learning without any positive
impact on employee’s productivity should be an absolute no for the organization.
● Instilling Conflict Management Skills: An organisation is known by its people and
no two persons in the world are similar. Difference of opinion gives rise to conflict in
the organization and it might give rise to an uncongenial environment. Conflict
 Management is a crucial skill and can truly be a decisive factor in deciding the future
course of action and direction for the organization. Trainer’s today need to be
imparting conflict management skills in their training programs.
● Quantifying Training Effectiveness: Training requires time, energy and money and
it is important for an organization to understand if their investment in training is being
spent judiciously and whether it is worth the effort or not. Modern Trainers need to
have proper performance metrics to justify the expenditure on training because
organizations are not willing to spend money just based on faith. Modern trainers
should develop proper Return on Investment (ROI) measures to justify the monetary
benefits obtained by the organization over a specified time period in return for a given
investment in training program.
● Improving Learning Effectiveness: Trainers are charged with developing their
employees and they need to understand the nature of the requisite skill set to be
imparted to their trainees. For learning to be effective, training strategies need to be
developed depending on the learning outcomes they seek to achieve. Different kinds
of training to be imparted would require different types of skill set and the trainer
needs to have a flair for understanding the requisites of the same.

CHALLENGES UNDERLYING THE PROCESS OF TRAINING

● Management does not support training programmes

● Lack of long-term plan for developing human resource
● Poor quality training programmes
● High cost of training and development programmes
● Lack of on-the-job training
● Inaccurate training need analysis
● Lack of private training centres
● Discrepancy between the provided training and development and job skills
● Work environment does not support new behaviours learned in training and
development programmes
● Lack of motivation among employees
● Sending inappropriate persons to the training programmes
● Lack of professional in the training and development department
● Insufficient time and budget to execute training programmes
● Difficulties to evaluate training and development outcomes
● Poor training planning in terms of training content and methods

SETTING THE RIGHT CLIMATE FOR TRAINING

Training climate: The term “climate” has been used by researchers of various
disciplines including business (Bates, 2003), and has a long history in organizational
studies.
 In 1960, McGregor introduced one of the earliest forms of conceptualization of
climate, defining this construct as the routine behavior of supervisor and other
important individuals in organizational management (Tracey and Tews, 2005).

● Training climate is the result of interaction between trainees and trainers in context of
training environment.
● Climate can either be favorable or unfavorable for effective delivery of training.
● Favorable climate manifests a high degree of teamwork, trust and commitment on
the part of both trainer and trainee.
● Unfavorable climate is expressed in low trust, unhealthy competition and lack of
Factors affecting training
climate:
interest on the part of stakeholders.
1. Org. factors● Favorable climate leads to high collaboration between trainer and trainees whereas
2. group factors
3. individual factors. unfavorable climate results in low motivation and defensive behaviour.
4. Trainer feelings
5. Participants feelings
Participantsí feelings are the outcome of interaction between individual, group, training and
organisational factors. Individual factors are related with individual priorities, personal life
situation and comfort level. Group factors include the sense of relatedness in the group,
dynamics of the group, prior association among group members. This contributes to the
participants' feelings in the training environment.

Pedagogical factors which contribute are trainersí ability to relate, timing, structuring,
scheduling and methodology.

Organisational factors are perceived organisational support, work context in which training
will be implemented and perceived positive or negative consequences of training on
performance enhancement and assessment.

Trainerís feelings are dependent on factors classified as Trainer related, Trainee related and
organisation related. Trainer related factors are dependent on trainerís command over the
training subject, level of motivation and prior preparation. Trainee related factors are
participantsí prior understanding of the subject and involvement in the training programme.

Organizationally, climate can be focused on training issues. The support provided by

the manager, job and organization for learning and teaching reflects the dimensions
of the training climate (Tracey and Tews, 2005).

Training climate needs to be studied for its effects on individual and organizational
performances. It affects the training transfer process both horizontally and vertically
in the organization (Tracey and Tews, 2005). :

Tracey and Tews (2005) mentioned that training climate comprises three dimensions:
1.Managerial support: This aspect reflects the extent to which the managers and
supervisors encourage job learning, innovation, acquiring knowledge and skills;
2.Job support: This aspect reflects the degree to which the job has been so
designed to improve continued learning and provide flexibility to acquire knowledge
and new skills, and

3. Organizational support: This dimension is focused on policies, procedures and

activities that indicates the importance of training in the organization and expands
the activities related to it such as incentive systems and resources used to acquire
and apply the skills learned (Tracey and Tews, 2005).

OVERCOMING RESISTANCE TO CHANGE

1. Education
Employees must be educated about the nature, rationale, benefits, and methods of
implementing change. This involves imparting relevant knowledge, skills, and a
positive attitude through workshops, meetings, manuals, or external programs.
Proper communication between change agents and affected employees helps
reduce resistance by addressing fears like the unknown or failure.

2. Participation
Involving employees in designing and implementing change fosters commitment.
Participation allows employees to understand and contribute to the process,
increasing their likelihood of supporting and succeeding in the change.

3. Use of Rewards
Rewarding employees who accept and support change—through praise, recognition,
promotions, or monetary incentives—encourages desired behavior. This strategy is
particularly effective during transitional periods.

4. Use of Punishments
Punishing employees who resist change may enforce compliance quickly. Methods
include warnings, fines, transfers, or demotions. While effective in the short term, this
approach risks long-term resentment and negative behavior.

5. Negotiation
When individuals or groups face disadvantages due to change, negotiation can help
reach a compromise. Offering incentives or benefits can reduce resistance and
facilitate smoother transitions.

6. Leadership
Effective leaders inspire change through personal influence and moral authority
rather than coercion. Strong leadership fosters an environment where employees
accept and propose changes willingly.

7. Top Management Support

Support from top management includes:
● Technical: Providing tools, advice, and training to address technical barriers.
 ● Facilitative: Removing structural obstacles and clarifying goals or responsibilities.
● Emotional: Offering psychological assistance, stress management, and empathetic
listening.

Though resource-intensive, this strategy promotes a supportive culture for change.

8. Identification and Neutralization of Change Resistors

Change Resistors
Individuals resist change due to fears such as the unknown, failure, or loss. Their
concerns can become contagious, spreading fear and negativity throughout the
organization. To manage this effectively, change resistors must be identified and their
influence neutralized.

Strategies for Neutralization

● Early Identification: Observe and listen to offhand remarks that hint at resistance.
Statements reflecting fear or doubt should be addressed promptly.
● Counteract Fearful Statements: Provide clear and reassuring communication to
address misconceptions and alleviate concerns. This involves directly countering
negative or resistant statements with factual information and positive reinforcement.
● Proactive Engagement: Engage resistors in dialogue, helping them understand the
benefits and rationale behind the change. This creates an opportunity to transform
resistance into support.
● Spread Positivity: Amplify supportive voices and success stories to balance and
overshadow resistance, fostering an environment of trust and openness.

9. Creation of a Learning Organization

To thrive in a dynamic environment, organizations must continuously adapt and evolve. A

learning organizationachieves this by acquiring, nurturing, and applying knowledge
effectively. Key strategies include:

1. Top Management’s Commitment: Leadership must champion and prioritize learning

and adaptability.
2. Informal Organizational Structures: Encourage flexibility and reduce bureaucratic
barriers.
3. Open Organizational Culture: Promote risk-taking, openness, and collaboration to
foster innovation and shared growth.

This approach ensures employees at all levels can unlearn outdated practices, freely share
ideas, and align efforts toward organizational goals.

10. Creating a Culture for Innovation

Innovation involves implementing new ideas to improve products, services, or processes. To

foster innovation, organizations should:
 1. Encourage Experimentation: Support employees in testing new ideas without fear.
2. Empower Autonomy: Allow employees the freedom and resources to develop
creative solutions.
3. Recognize Successes: Provide incentives linked to innovative contributions.
4. Accept Failures: Avoid penalizing failures, as they are crucial for risk-taking and
learning.

A culture of innovation aligns organizational goals with creative employee initiatives, driving
better responsiveness to customer needs and competitive differentiation.

CREATING A POSITIVE LEARNING ENVIRONMENT

1. Encourage active learning

Putting people in control leads to long-lasting, meaningful learning. Make
sure your formal learning is readily available. Provide a range of learning
programs and different routes through them. Empower employees to
personalize their own learning pathways and apply their learning at work.
Embracing an active approach to learning will have many benefits: for the
individual and your organization.

2. Promote continuous learning

In a fast-paced business with competing priorities, sometimes learning can
take a back seat. Don’t let training become a standalone process. Actively
promote and reward continuous learning. That doesn’t mean simply
praising or promoting people who find the time to learn. It’s about enabling
people to be curious – even if it doesn’t directly relate to the work at hand.

3. Fill your skill gaps

Having employees ready to adapt and grow to meet your changing needs
is your first step. If you’re going to create a sustainable learning culture at
work, your employees’ learning needs to be supported. As the organization
identifies emerging skills gaps, you need to be ready to react with the
learning resources your people need.

4. Make it fun and social

When learning feel like a chore, information is less likely to be retained.
Make sure your learning culture doesn’t take itself too seriously. Don’t fall
into the trap of check box learning. Creating a sense of fun in training and
development is great for employee engagement. From manager support to
social chats, on-the-job interactions can keep the learning alive.

5. Experiment, measure and adapt

Every organization is different. Try out new approaches and see how they
work with your people. Don’t just focus on elearning completion and virtual
classroom attendance rates as a measure of your learning culture’s
success. Measure early on and throughout all kinds of learning
experiences. If something isn’t having the intended impact, adapt your
approach.