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Tag: training

  • Ultimate Guide to Gagne’s nine levels of learning

    Ultimate Guide to Gagne’s nine levels of learning

    Gagne’s nine levels of learning provide a grade by grade technique that can assist managers, trainers, and facilitators to shape or groups to get the maximum from their studying opportunities.

    In this blog, we will learn how to use this device when training your team. The models are helpful for all types of learning.

    WHAT’S IN IT

    Who was Robert Gagne

    Robert Gagne (1916 – 2002) turned into an American instructional psychologist who pioneered instruction and learning technology in the 1940s. His book “The Conditions of Learning,” first posted in 1965, identifies the intellectual situations necessary for powerful learning. 

    Robert Gagne

    Background of the model

    Gagne first laid the essential groundwork for what makes ‘proper instruction’ when he implemented his work and the American Air Corps in World War II. In later years, Gagne carried out his learning concept standards to computer-primarily based gaining knowledge pf and investigating training with several multimedia formats.

    Gagne’s Nine levels of learning

    The nine levels are split into three categories, which are then divided even further. 

    1. Preparation Gaining attention Informing newcomers of the objective.

    2. Instruction and Practice Presenting the stimulus Providing studying guidance Eliciting performance Stimulating keep in mind previous to learning.

    Providing feedback

    3. Assessment and Transfer Assessing Performance Enhancing Preparation and Transfer.

    Level 1:- Gaining Attention

    Start the learning experience by getting to know your audience’s attention. Ensure the learners are organized to investigate and participate in activities by offering a stimulus to capture their attention. You ought to try this via posing stimulating inquiries to your students or starting your lesson with detail of surprise. 

    How to implement

    • Asking stimulating, thought-provoking questions
    • Lead an ice breaker activity
    • Pose thought-provoking questions to students
    • Showing an animation or video
    • Have students pose questions to be answered by other students
    • Just playing a piece of music also does wonders.
    • We are giving them exciting information.
    • Stimulate students with novelty, uncertainty, and surprise

    Level 2:- Informing Learners of the Objective

    The next thing you’ll ensure that your team knows what they need to learn. What target will you cover? What must they understand at the end of the education that they didn’t have before?

    This tells the learner what he/she is going to learn and what is he/ she is going to do with the knowledge.

    This tells the learner what to expect from the teacher and also motivates them to complete the session. These learning objectives also form the basis of content and evaluation.

    How to implement

    • Explain to your crew what they’ll have learned out through the end of the session.
    • You could install a social membership to share your upcoming target along with your learners. This gives them an excellent chance to put ahead of any questions they’ll have approximately the topic.
    • Describe criteria for standard performance
    • Describe the required performance
    • Include course objectives on assessment prompts
    • Have learners establish criteria for standard performance

    For Example, the teacher can, 

    Explain that they are going to learn about types of triangles

    Identify different types of triangles when the teacher shows them various examples.

    Draw the triangles

     Identify the types of triangles from the things they see in their surroundings etc.

    Level 3:- Stimulate Recall of Prior Learning

    It is about making the learner recall their previous knowledge about the trainer’s topic.

    Relating the subject again to a comparable experience your learners have had builds a bridge from the vintage to the new. This hyperlink offers the learners a base upon which to analyse the new content. Associating further information with prior knowledge makes the learning of new concepts easy 

    gange's nine level of learning

    How to Implement

    • Conducting a quiz or giving them puzzles to solve, or play games
    • Asking easy question leading to answers
    • Relate previous course information to the current topic
    • Asking questions about related issues learned earlier. Then make connections among what they may be gaining knowledge of their prior learning.
    • This will help them bear in mind what they already know while supporting personalisation and applying the training at the very start, and accommodating new knowledge becomes much more accessible.

    Level 4:- Present the content

    Content should be broken up into small chunks because learning or making sense of a small amount of information is more straightforward than learning a big piece of small details. Organise and group content in meaningful ways, and provide explanations after demonstrations. 

    Make sure to adjust and use suitable techniques if you are developing an instructor-led studying program or a digital online learning program. The content should be organised from simple to complex, easy to difficult, known to unknown this enhances learning

    How to implement

    • The trainer should use instructional strategies to teach the content so that learning is efficient and effective.
    • Assign activities and projects
    • Post homework assignments
    • The trainer can also use different media such as charts, flashcards, 3d objects, or multimedia such as a film, a video, etc.
    • Incorporate active learning strategies to keep students involved
    • Provide access to content on Blackboard so students can access it outside of class

    Level 5:- Provide learning guidance

    To assist your group in learning and holding the information, Now you’ve taught the content, you’ve been given to discover a manner to fill any expertise gaps. Advise students of techniques to resource them in getting to know content material and of sources available. 

    As a tutorial designer, you want to make the learning experience as easy and as simple as possible. 

    Sometimes which means providing precise commands on which to click and what to do next. It can also appear intuitive to you. However, it frequently facilitates being overly clean in your instructions to keep away from any confusion.

    How to implement

    • Model varied learning strategies – e.g. mnemonics, idea mapping, role-playing, visualising
    • Learning steering may be provided use of examples, non-example, analogies, and activities.
    • Provide expectations as needed
    • Write clear and concise instructions
    • Provide case studies and metaphors – Case studies provide real-world application, visual images assist in making visual associations, and analogies and metaphors use familiar content to help students connect with new concepts
    • Provide an accessible ‘next’ button for online learning experiences
    • Include tips on how best to navigate the course

    Level 6:- Elicit Performance

    This event involves practising new content or skills learned. At this stage, you want to make sure that your people can show their expertise in what you’ve taught them. The blend of repetition and recollect is essential to any deep learning.

    Provides an opportunity for the learner to confirm what they have understood. It helps the instructor identity in the learners’ understanding. 

    How to implement

    • If you have taught new information, ask questions that will display their knowledge. 
    • Facilitate pupil activities – e.g. ask deep-learning questions, have students collaborate
    • eLearning branching scenarios
    • Role-playing situations
    • Activities, projects, and writing assignments

    Level 7:- Provide Feedback

    Performance is essential to be followed by feedback. Feedback is the handiest manner your learners recognise what they’re doing effectively and what they want to enhance upon. 

    Provide well-timed comments on students’ overall performance to evaluate and facilitate learning and permit students to discover gaps in understanding earlier than it’s far too late. Specific and corrective feedback is given to the learner. It corrects misconceptions and confirms correct learning with the learner.

    providing feeddback is a level of learning

    How to implement

    • Detailed rubrics outlining both positive and negative feedback
    • You can provide positive and negative feedback depending on the answers.
    • Personalized written feedback on assignments and projects
    • Do evaluative feedback apprises the student of the accuracy in their overall performance or reaction; however, it does not guide the progress.
    • Do the confirmatory feedback inform the student that they did what they were supposed to do. This feedback no longer tells the student what she wants to improve, but it encourages the learner.
    • Help learners pick out knowledge of gaps and overall performance shortcomings in their very own and peers’ work.
    • Give direction to students to find the correct answer but do not provide the right solution.

    Level 8:- Assess Performance

    Till now in Gagne’s learning levels, you have already informed your learners of their test results in the previous step. Now, it’s time to talk about retention as a formal way of ensuring retention. 

    Before the learner proceeds to perform, there may be a need for additional learning guidance and practice. During such an assessment, the learner must be able to function without any assistance or any aid.

    How to implement

    • Implement a lot of assessment strategies to offer students more than one possibilities to illustrate proficiency
    • Scenario-based quizzes are a fantastic way to check if your learners have retained the information.
    • Administer pre-and post-tests to check for progression of competency in content or skills
    • Assess often throughout the course

    Level 9:- Enhance retention and transfer

    Although, Gagne proposed that the learning journey’s final step is to put the learner in an expert’s position. But, at the end of your level, Help learners retain more information. Thus, providing them opportunities to practice their knowledge in real-world situations. 

    How to implement

    • Engaging videos and high definition animations are incorporated to sustain learning for a long.
    • Repeated exercise is a satisfactory manner to make sure that humans retain information and use it effectively.
    • Continually include questions from previous exams in the following examinations to boost course information.
    • Mobile-enabled guides are designed to allow learners to get entry to applicable information anytime and anywhere.

    Conclusion

    This checklist certainly helps you stay on track and gives you a sequential order to train your team effectively.

    So, Gagne’s nine learning levels can help you build a strategic framework to prepare and deliver step by step perfect instruction. Hence, Gagne’s Nine Levels of Learning’s assistance offers a beneficial approach that facilitates managers to shape the learning process.

    Also, you can read our blog on VAK Learning Style – How to Identify your Learning Style

    FAQ’s

  • How Training The Trainer Can Increase Your Profit !!

    How Training The Trainer Can Increase Your Profit !!

    Many of you are young professionals who get a lot of experience of knowledge of a particular topic, and you also impart that knowledge to others, but many of us. There is a lack of competence of the trainers—the experience of the qualities of a trainer. Also, there is a need of training the trainer.

    Let us first look at the characteristics of a good trainer that a good trainer should have essential honesty so that others have the empathy to understand the needs of the audience, and so on. 

    Because at that particular moment, you are the trainer, or in that specific session, you are the boss, you are the leader, and everyone is watching you, then let us imbibe these qualities to be an excellent trainer.

    So, what comes next is the need assessment a trainer must assess the needs of his participants the delegates the students or the people to whom he is addressing or training so.

    How do you do the need assessment? Can be by one-to-one interview need assessment can be by interviewing the groups need estimate can do by sending a questionnaire asking them to fill in specific questions and then you arrive at individual decisions that what kind of a group.

    It is to whom you are addressing are the young people in the age group of fifteen to twenty-five, or they are the mid-level managers. From twenty-five to forty, or it’s a high management team. Forty to fifty-five may be at the more top positions. 

    What kind of language they generally speak in what type of environment? That will be comfortable receptive to what you talk this all comes from your need assessment which is very important just do not go and start imparting training.

    WHAT’S IN IT

    Learn from your training and teach

    How Training The Trainer Can Increase Your Profit

    I think your purpose will not be served now, having decided they need having agreed on the topic having decided what you are going to impart the training it comes to what kind of techniques of preparation.

    So, you are going to deploy you just blindly going to speak to them, or you will show them so on some audio-visual, or you are going to discuss with them. Then you apply some training methods which are the training methods the role plays involve the group of people or divide them into various groups give them specific tasks to do it which is a part of the training.

    It can be a demonstration, are you either trainer going to demonstrate yourself without involving the participants a beautiful house friends and what is the difference between this and their display yourself you are giving. Telling people by way of demonstration of what you want to speak these.

    The intent and nature of training the trainer

    The link between teaching and learning is’ training. Training means the functional form of a profession or artistic skill. Basically, iis the education that is imparted from any system or regularly. For example, Ram teaches a computer to the children in his school.

    Moreover, is concerned with acquiring special skills for a particular purpose. Education is generally a broad term, which includes the social development of the individual socially and physically. Thus this is only a part of the overall process of learning.

    Training the Trainer is a systematic method by which individuals learn knowledge as well as skills for a particular purpose. The meaning of training is regularly described in the Oxford Dictionary as practical education.

    Training Type:

    1- Technical Training

    2- Human Relations Training

    3- Principle perception training

    4- functional training

    Speech training

    Speech Training The Trainer

    Just like hearing, the speech speaker gets speech practice only before formal education. But there may be errors in this informal teaching. Example: Many times, a child speaks a parrot, so to show love, parents also start talking with him in the same way. 

    Due to this, there is a fear of this permanent laxity. Similarly, due to affective insecurity, sometimes the student starts to stutter, informal teaching, the teacher has to give this type of speech-training so that the student can avoid these defects.

    Reading Training

    Reading Training plays an essential role in language teaching. However, it is considered a secondary linguistic skill. However, it is a necessary skill for mother-tongue speakers. The practice of reading starts the student only informal teaching; ultimately, the teacher is responsible for its success – failure. 

    From this perspective, the teacher’s responsibility increases. The student must read with definite, pure, proper stop, allowance, stress so that he must get the maximum opportunity, and the teacher should make him aware of his mistakes immediately. 

    Writing-training

    Reading Training The Trainer

    It is also an essential part of language teaching. In the teaching sequence, its practice starts with reading, but new language-learning methods are now emphasized that instead of teaching the child to write for the first year, they should practice drawing the different lines to play. 

    Prepare yourself for the practice of writing and also training in sports. After this, the students flattened the sand, soil, etc. and wrote the game method. Then slowly, he practices writing through simulation.

    Training features

    1. Training is an essential subsystem of human resource development and one of the primary operational functions for human resource management.

    2. Exercise is a systematic as well as a pre-planned process in the event of employees.

    3. Training is an ongoing process.

    4. The practice is the process of gaining a learning experience.

    5. Training in the form of practical education of a task.

    6. Through training, the knowledge and skills of employees are increased. And their thoughts, interests, and attitudes change.

    7. Training increases the efficiency of employees.

    8. The practice is the purposeful appropriation of human resources, as it helps in accomplishing organizational goals.

    9. Training management has a significant responsibility.

    Therefore, it can be said as a conclusion that training is the process of providing information to the employees to perform tasks accurately and effectively to increase their understanding, efficiency, and productivity towards their work.

    Training objectives

    Training the trainer objectives

    The success of a training program depends on how efficiently its objectives have been determining. The goals that organizations have for training their employees are as follows: –

    1. To prepare both new and old employees to meet the current and changing needs of the work and organization.

    2. To provide the necessary basic knowledge and skills to newly appointed employees for efficient execution of a specific task.

    3. To maintain the system of qualified and skilled employees at all levels of the organization.

    4. To make the employees compatible with the working conditions and organizational culture.

    5. Achieving the best performance from employees at minimum cost, wastage and waste, and minimum supervision.

    6. To introduce employees to methods of accident prevention.

    7. To develop employees to familiarise employees with new technology and technological changes and to keep pace with the changing environment.

    8. Preparing employees to adjust to new working conditions regarding transfers and promotions

    9. To enable employees to work more effectively in their current positions by providing them with the latest concepts, information, and techniques and developing the skills they need in their particular fields. Providing support for

    10. To simplify the functioning of all departments under the organization.

    11. To improve the work habits of employees.

    12. To develop the ability of employees to do self-analysis and decision-making related to work.

    13. To promote individual and collective morale, feeling of responsibility, the mentality of cooperatives, and sweet relationships.

    14. To ensure the achievement of the economic goals required by the organization.

    15. To fulfil the goals of human resource development.

    Conclusion 

    In this article, we have given you all the information related to Training the Trainer. In our opinion, you should read it and practice it so that your skill is bright if you want to ask any questions related to this, then you can ask us in the comment box.

    Also read our blog All You Need To Know About Risk Analysis And Risk Management

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