S2023 MGT103-202 Employee Train.

and Development (Nikhil Sharma)

Kaif Khan-A00158711

Assignment 3
1.What are the characteristics of a good trainer? What effects do
these characteristics have on learning? Do you think you can learn to
be a good trainer, or is it something you are born with?
The saying "the mediocre teacher tells, the good teacher explains, the superior teacher
demonstrates, and the great teacher inspires" is frequently used to describe teachers. Almost
everyone who has ever pondered how to be an effective trainer has also pondered how to motivate
students to give their best effort. And a competent trainer's qualities may really make a difference
when it comes to delivering a successful training program.

Many individuals believe that learning is as simple as being knowledgeable and having good
communication skills. Although you certainly must have both of these traits, they barely enough
to create a good trainer.

What additional traits and abilities do you need to have as a trainer to succeed?

the essential traits of a competent trainer

Are you unsure about your suitability as a trainer and how to become one? The good news is that
inspirational, world-class coaches can be created, not born.

What then distinguishes a competent trainer?

Effective instructors continually work on and hone skills that enhance their comprehension of
learner and organizational requirements. They are aware that the more they put these skills to use,
the more prepared they will be to give training with accuracy and engagement, foster an
environment of active learning, take into account modern learning trends, and much more.

Let's examine what it takes to be an effective trainer in more detail:

Be a patient and effective listener.

Approach training with caution

Encourage participation

Be organized

Appreciate good instructional design

 Keep an eye on current educational trends.

Analyze and make improvements repeatedly

Prize lifelong learning

Some characteristics of a competent trainer are simply unavoidable. At the top of this list are the
skills of listening, asking the proper questions, and comprehending the requirements of the
learner.
What else is needs analysis if not the procedure of attentively hearing the target audience and
identifying what they most urgently require? A skilled trainer may see clearly what their
audience genuinely needs by paying close attention to what they believe they need.
For instance, a group of sales representatives may claim that they require product training in
order to close more sales each month. A skilled trainer could conclude that sales workers already
have a decent understanding of the products but truly require training in bargaining to get more
clients' favour.
A wise trainer understands that training is only worthwhile if it stays within budget and produces
the desired return on investment (ROI). It seems very clear, no? Unfortunately, once the difficult
training problems start to pile up, it's easy to forget about these issues.
The capacity to maintain focus on the objective and manage constraints without sacrificing the
quality of training is one of the most crucial traits of an effective trainer. The easiest way to do
this is to collaborate with other positions inside the company, such department managers,
operations, and human resources.
No strategic trainer will begin a project without first being aware of the expenses, ideal ROI, and
applicable benchmarks. With the help of important stakeholders, they can now give the most
effective training possible.
The key to being a competent trainer is making training a two-way street rather than a one-
person show. Yes, a great trait in a trainer is to be amusing. However, there is much more to
teaching new skills than just entertaining students.
Learners need chances to express their opinions, respond to inquiries, and put their newfound
skills into practice if they are to truly develop their skills. Even if the speaker is hilarious, the
typical "top-down" lecture method is ineffective for producing meaningful learning.
Some coaches may be incredibly motivating one day and unimpressive the next. Usually, this
results from a lack of efficient organization. Do you desire to excel consistently? Spend some
time carefully planning the training content and delivery.
Lessons and readings that are well-organized make it easier for you to concentrate on the subject
at hand rather than straying. As a result, facilitated sessions don't drag on and lose the audience's
interest.
One of the commonly disregarded characteristics of a skilled trainer is their capacity to create
content that is appropriate for the course and create well-structured courses. Instead, the efficacy
of a trainer is frequently attributed to their physical presence and method of delivery in person.
In all honesty, putting together training programs that satisfy all organizational training
objectives and foster seamless learning experiences takes a lot of work. However, this approach
has the potential to significantly impact learners' outcomes and long-term behavioural
development.
A top-notch trainer will have the know-how to construct lessons that fit the delivery method (for
example, face-to-face, blended, or totally online), and they will have the creativity to develop a
wide range of resources that interest and inspire all students.
An understanding of the most recent training trends is another part of instructional design
expertise that takes a trainer from "just okay" to exceptional. Trainers that are effective stay
current on developments in adult education and digital delivery, and they watch for chances to
incorporate tried-and-true trends into their curricula.
Does this imply that the key to being a competent trainer is understanding the differences
between microlearning and gamification? Not exactly.
The capacity to be analytical about which trends they choose to adopt is considerably more
crucial for outstanding coaches than simply being aware of whatever trends are popular.
Is it a good idea to include a webinar in a one-week in-person course, for instance, if you see that
webinars are popular as a content type that encourages cooperation across long distances?
Including trends only because they are popular is a slippery slope that can quickly reduce
training's efficacy.
One of the most important traits of a competent trainer is self-improvement. Because excellent
instructors are committed to both their own and their students' personal development. By using
surveys and other types of feedback, you may enhance your performance. Don't be afraid of
receiving criticism; rather, use it as a chance to review your procedures and improve moving
forward.
Additionally, effective trainers work on more than just themselves. They routinely review their
course materials. Old or pointless elements are gradually replaced with more interesting contents
that are in line with student feedback on the course.
There are, sadly, no short cuts to being a competent trainer if you're wondering how to go about
it. Expecting to complete one course once and knowing that you have accomplished your
objective is unrealistic. The top trainers are often pondering the question, "What makes a good
trainer?" Because someone who is always learning themselves is the best person to offer
instruction. Because of this, one of the key qualities of an effective trainer is a commitment to
lifelong learning.
Trainers who actively engage in their own learning are better aware of the challenges and
successes faced by the average adult learner. They may choose material kinds, subjects, and
practical aspects like mobile learning more effectively as a result.

An effective trainer must possess both intrinsic traits and taught abilities. Some people may
naturally flourish as trainers because they possess certain traits or tendencies, such as effective
communication abilities, empathy, patience, and the capacity for interpersonal relationships.
These characteristics can be regarded as "born with" characteristics.
On the other hand, successful instruction also calls for the acquisition of specialized information,
a grasp of diverse teaching methods, and practical expertise with the material being covered.
Through practice, learning, and ongoing feedback, they are abilities that may be honed over time.

2.Students acquire a great deal of learning from their courses, but

does it transfer to their work experiences? Describe any course you
have taken that you might think will get transferred to your future
job. What factors make you think so?
The degree to which knowledge from courses is applied to the workplace might vary based on a
number of factors. While obtaining significant knowledge and skills during classes, the
effectiveness with which this learning translates to the workplace depends on the following:

Relevance of Course Content

Learning Strategies and Teaching

Application and Practical Experience
Methods

Supportive Work Environment

Motivation and Initiative Feedback and Reflection

Transferable Skills

Long-Term Support and Training Cultural Fit

Knowledge transfer is more likely to be successful if the course material closely matches the
demands of the profession or business. Applying pertinent and useful principles is simpler in actual
workplace circumstances.

Students can apply their learning in real-world situations by enrolling in courses that offer
possibilities for practical projects, internships, or simulations of real-world situations. The
likelihood of information transmission is improved by this experience learning.

Knowledge retention and transfer may be influenced by effective teaching techniques and tactics.
Applying what is taught is more likely to be improved by engaging and interactive learning
environments.

The transmission of learning is greatly aided by the workplace environment. Employees are more
likely to apply their learning if their workplace promotes lifelong learning and provide
opportunities for skill improvement.

Students that are driven and proactive in using their information typically report superior learning
transfer to real-world situations. A proactive strategy to looking for opportunities to use new
abilities can significantly alter outcomes.

Regular self-reflection and feedback support learning and help pinpoint areas for development.
Effective knowledge application can also benefit from constructive criticism from mentors and
supervisors.

Learning may be reinforced over time with ongoing assistance from professional development
programs and training efforts. Assuring that personnel have access to tools for continual skill
development helps them stay current and successfully use their knowledge.

Transferable skills including communication, problem-solving, critical thinking, and adaptation

are the emphasis of several courses. These abilities are more likely to transfer successfully and can
be useful in any workplace.

The principles and culture of the business may have an impact on how well information is
incorporated into work situations. Learning transfer may be aided by a fit between the course
material and the corporate culture.
Despite possible obstacles to knowledge transmission, courses are created to give students the
fundamental information and abilities required for their chosen vocations. While certain lessons
may not always be immediately transferable to the workplace, a student's entire educational
experience frequently improves their capacity for learning and adaptation, positioning them to take
on new challenges and advance in their professions. Additionally, it is the individual's job to
actively participate in their education and look for chances to use what they learn in their
professional settings.

I will describe how obtaining my SQL certification will benefit me in my future employment.

Your chances of landing a career in a variety of positions linked to data management, database
administration, data analysis, and software development might be considerably increased by
earning a SQL certification. The following are some ways that having a SQL certification might
aid in your job search:

Demonstrated Expertise: Possessing a SQL certification shows prospective employers that you
have a firm grasp on key ideas like database architecture, data manipulation, and other crucial
ideas. It demonstrates your database-related competence, which elevates you as a contender for
jobs using SQL.

Employers frequently seek applicants who have formalized their expertise through certificates in
order to establish their credibility and inspire trust. An SQL certification generates faith that you
have the skills required to do the job well and gives your CV more credibility.

Having a SQL certification distinguishes you from other job hopefuls with comparable work
experience but no formal credentials in competitive employment markets. It provides you a
distinguishing quality that hiring managers and recruiters may find appealing.

Relevance to the Job: The industry use SQL extensively for database administration and analysis.
Being certified in SQL demonstrates to companies that you are knowledgeable about current
business procedures and are adept at using databases, making you more marketable.
Greater Salary Potential: Compared to uncertified professionals, certified professionals frequently
make more money. Employers are prepared to pay more for candidates who have certifications
proving their competence.

Career Advancement: If you are already employed in a database-related position, obtaining a SQL
certification may present you with prospects for growth and promotion both inside and outside of
your current firm.

Employer Requirements: Some firms expressly state in their job advertising that they must have
SQL certification. You may meet these criteria and improve your chances of getting the job by
having the certification.

Global Recognition: If you want to work abroad, you can explore career prospects not only in your
own country's labour market but also in other nations thanks to the widespread international
recognition of several SQL certifications.

Networking Possibilities: As you work for your certification, you may have the chance to meet
other industry experts, take part in trade shows, and join certification networks, all of which can
present you with beneficial networking possibilities.

Skill Validation: Standardized skill validation is provided through a SQL certification. Candidates
who lack a formal degree in computer science or an IT-related field but have acquired SQL
knowledge through other methods may find this to be especially helpful.

An SQL certification will improve your marketability and present you as a capable and qualified
candidate for SQL-related job jobs, which can have a big impact on your job search process overall.

To maximize the advantages of certification, it is crucial to pick a program that is in line with your
professional objectives and the specific SQL technologies or databases you wish to work with.
3.Comment on the use of the web as the main method of training.
What are the advantages and disadvantages of using this method?
Suggest any changes from your end related to this method.
Using established forms, training and development has traditionally followed a systematic and
largely predictable formula. The training and development firm is moving away from traditional
design to online and in-time learning in response to the surge of millennial workers and their
preference for social media and rapid and "now" learning techniques. A lot of big businesses with
strong employee engagement, like Amazon and Google, have implemented innovative learning
techniques for their future geniuses and make smart, social use of technology. Employees are
starting to respond to training that doesn't require the traditional training request because it can be
as fluid as sitting down with a manager and learning something new at the exact time it's needed,
finishing the task independently, and then being critiqued during a "lessons learned" session.

Even while this one-on-one approach has numerous benefits, many workers discover that just-in-
time training might override their desire to network and advance through the utilization of outside
courses. The time required by managers to monitor progress, evaluate staff, and provide feedback
is also significant. Some employees could feel that management isn't investing in their future
development as a result of this just-in-time strategy and is instead just concerned with their
capacity to perform their present tasks. If staff members feel undervalued in terms of their overall
professional growth, it might turn out to be a clear drawback. So, how does technology harness
the positive aspects of these circumstances while reducing their bad effects?

While using virtual training methods, managers won't need to perform individual assessments as
frequently because the learner's instruction will be aligned with and included in their individual
growth plan, enhancing their future goals. E-learning (self-paced, web-based), blended learning (a
combination of different options per course), rapid e-learning (short online microlearning
sessions), mobile learning (the course is accessible wherever the learner is), and ubiquitous
learning (available whenever and wherever, and activities are driven by daily tasks), according to
Shiftelearning.com, are the different types of virtual training. Many of these techniques may be
used by remote workers, students who have limited free time, and employees who choose to study
at their own speed. Employees may learn using portable devices like a laptop, tablet, and
smartphone. Simply making the courses online and tech-friendly may boost involvement in self-
led professional development, increase training possibilities, and indirectly raise revenue for the
business.

Disadvantages of Web based training;

Learn about the drawbacks of e-learning before you begin organizing your training and purchasing
WBT in ecstasy.

Saying that there are no shortcomings with e-learning would be a lie. Of sure, it has several, but
they do not outweigh its benefits. Additionally, the benefits and drawbacks of this teaching
approach should always be taken into account in the context of a particular situation rather than in
isolation from a particular set of individuals and requirements.

The following problems can often be categorized as defects:

Restricting interactions with other people. Direct communication is crucial, and no intermediary
form can take the place of it.

Because it is important to create the correct visuals, hire lectors, and use videos in addition to the
essential information, creating a specialized course is more expensive than doing it the traditional
way.

Additionally, in order to engage in WBT successfully, an employee must have a strong drive to
learn. Some students or employees struggle greatly with self-discipline or self-preparation.

One of the less advantageous features of e-learning is the issue of issues with copyright protection.

THE OPINIONS OF WBT TRAINING USERS OR HEADS OF COMPANY TRAINING

DEPARTMENTS generate three primary flaws that are most frequently seen:

WBT trainings are tedious, therefore the participants concentrate on becoming "snapped" as
quickly as possible. One of the most prevalent viewpoints is this one. The following factors might
be to blame: glaring faults in the training's design, a failure to take the training objectives into
account, an unclear structure, and an inadequate choice of content. Designers frequently
concentrate on producing PowerPoint presentations that are more visually appealing. E-learning
instruction, on the other hand, should take the shape of a totally distinct, independent form of
communication, somewhere between a book, a script, a pdf file, a PowerPoint presentation, a
training session, and a video game.

The creation of e-learning courses takes time. One e-learning program takes roughly 7 to 8 weeks
to develop. This time is required for the technical implementation and training design. The initial
step should consume at least half the time required to prepare the training if it is to be truly
successful.

Training through e-learning is pricey. Depending on the participants' locations, it may be

considered that e-learning is financially feasible if it is utilized by 150 to 200 individuals. So let's
go with the traditional method if we want cash rewards and our group is between 150 and 200
persons or fewer. However, if the club has, say, 500 members, the financial advantages are already
substantial.

Advantages of web-based training;

First of all, it saves a ton of time for both the employee and the employer because he doesn't have
to travel to locations where stationary educational programs are held. Additionally, the actual
learning process may be planned out and spaced out across time to work with other responsibilities.

It cannot be denied that online education allows you to spend less money on education because
there are no travel fees or potential lodging charges involved.

Here, we're talking about the personalization of the educational experience and the increased
efficacy of instruction. The e-education system adapts learning to each person's unique learning
style and pace. The participant in the online learning program gains the ability to inspire and
motivate hard effort and autonomous knowledge acquisition.

In e-learning, we may even distinguish between specialized on-demand training, in which a

particular person chooses what he wants to learn and only absorbs the necessary information.

Due to the variety of presentation styles utilized in e-learning, the techniques used can hold the
attention of the audience in a variety of ways.

Simple access to a variety of information sources (for instance, as a result of the possibilities
offered by the remote teaching platform, which is increasingly used in larger businesses).
Possibility of holding training sessions for very large groups of employees (in a fixed setting,
lecture rooms often have certain capacity restrictions).

Simple monitoring of instructional progress and knowledge verification.

a consistent message sent to every participant in a training session or course.

Incorporating interactive content, multimedia integration, mobile-friendly design, clear

navigation, progress tracking, real-life scenarios, personalization, regular updates, feedback
mechanisms, social learning opportunities, accessibility, support and help desk, gamification,
performance evaluation, and continuous improvement can enhance a web-based training
experience. These elements engage learners actively, improve knowledge retention, and make the
training experience more enjoyable. Multimedia elements, such as videos, audio, graphics, and
animations, cater to diverse learning styles and preferences.

A mobile-friendly design ensures that the training platform is responsive and mobile-friendly,
making it easier for learners to access training materials on their smartphones and tablets. Clear
navigation and progress tracking systems help learners stay motivated and motivated. Real-life
scenarios and case studies demonstrate the practical application of training concepts, making the
training more relevant and valuable to learners.

Personalization allows for tailored learning paths based on individual needs, ensuring engagement
and effectiveness. Regular updates reflect industry trends and best practices, and feedback
mechanisms allow for feedback to improve the quality of the training. Social learning
opportunities, such as discussion forums, chat rooms, or collaboration spaces, allow learners to
interact and share experiences.

Accessibility ensures that the training materials are accessible to all learners, including those with
disabilities. Technical support and a help desk are provided to address any issues. Gamification
elements, such as badges, points, or leaderboards, add a sense of competition and achievement,
encouraging learners to stay engaged and complete the training. Performance evaluations and
continuous improvement involve gathering data on training performance and learner feedback to
identify areas for improvement. By implementing these suggestions, a more effective and engaging
web-based training experience can be created, maximizing knowledge retention and learner
satisfaction.

4.Think about the last time you attended a training/instruction lesson.

How effective was the instructor/trainer, what did effect did this
effectiveness have on your training and motivation? What could have
the instructor done differently to improve your motivation and
learning?
The teacher was really successful. They engaged the audience throughout the lesson, showed
exceptional subject matter expertise, and used a variety of interactive teaching techniques to get
the point through. The instructor was kind, open to inquiries, and gave succinct answers to allay
any uncertainties. They also included case studies and real-world examples to show how the topics
being taught may be used in practice.

My training and drive were significantly enhanced by the instructor's efficacy. Their infectious
excitement and love for the subject matter made studying engaging and motivating. I was inspired
to actively engage, take notes, and maintain my attention during the entire meeting. Because of the
instructor's ability to develop a welcoming and inclusive learning atmosphere, I felt confident in
my capacity to understand the course material.

Although the instructor was very efficient, there is always room for growth. The teacher could take
into account the following to further improve motivation and learning:

Giving students customized feedback on their work or tests might help them see their strengths
and areas for development. Positive criticism can increase motivation and promote ongoing
development.

Encourage Group Discussions: Promoting more peer-to-peer contacts and group discussions can
help create a collaborative learning atmosphere. The whole learning process can be improved by
learners learning from one another's opinions and experiences.
Add More Hands-On, Practical activities or Simulations: While real-world examples were utilized,
adding more hands-on, practical activities or simulations might strengthen learning and aid
students in applying the information in a more tangible way.

Regular Progress Check-Ins: Periodic progress check-ins with specific learners can provide you
the chance to talk about any difficulties they may be having and, if necessary, extend further help.

Offer Extra Resources: You may accommodate different learning styles and let students go further
into a subject by offering extra reading resources, video lessons, or suggested books.

Gamification features: Adding gamification features, such as challenges, quizzes, or badges, may
provide a sense of fun and competitiveness, motivating students to participate fully and work
toward goals.

Variety in Delivery: Although the teacher employed a variety of teaching techniques, researching
alternative delivery methods, such as flipped classrooms, multimedia presentations, or online
conversations, can accommodate differing learning preferences and styles.

Support Following Training: Providing post-training assistance, such as follow-up meetings to

address any unanswered queries or offer extra direction, can help students remember the
information and strengthen its application.

These enhancements may further improve the training experience, increase learner engagement,
and make sure that participants leave the event inspired and armed with useful information and
skills.
References,
1. https://trainingmag.com/the-6-habits-every-great-trainer-must-have/
2. https://www.cdc.gov/training/development/evaluate/training-effectiveness.html