Training at Its Best

By Mutea Rukwaru

Training is a very important aspect of life in any society. Training is very important because it lends itself to the free flow of information and experience sharing that leads to excellence and competitiveness in the field.

The book Training at its Best has a practical approach to training. It examines the importance of training, methods of identifying training needs, how to plan for training, methods of delivery, and lastly presentation skills.

Training at its Best will be of use to the following:

General Readership
Senior officers who coordinate training in different ministries and parastatals.
Trainers in the ministries and non government organisations
Trainers in faith based organisations
Lecturers in the universities and other middle level colleges.
Consultants in the areas of training
Community workers
Teachers in both secondary and primary schools
Those interested in improving their public speaking skills
Students pursuing a course on Advanced Training Techniques

• Language: English
• Publisher: Mutea Rukwaru
• Release date: Jun 7, 2017
• ISBN: 9781370925308

Mutea Rukwaru

Mutea Rukwaru is an accomplished author of international reputation.He is an author of 17 bestselling books. He has written widely in the areas of research and family. He has wide knowledge in world of practice having been in the Department of Social Development for 33 years and also being in the world of academia, that is Universities and Kenya Schools of Government.Some of the top selling books include:Anatomy of CrimeFinancial Success Every Family's DreamEducation at CrossroadTraining at its bestMilestones of lifeHow to be a better CounselorThe winning familyThe Tie that bindsHappy though marriedFundamentals of social researchWhat happy couples knowSuccessful time managementStatistics can be funStrong in the stormSnapshot view of Social ResearchSocial Research Methods a complete guidePowerful Proposal, Powerful PresentationUpcoming titles being published by Eureka publishers are: Limits of Medicine, Dreams of my Motherland and A Place to feel at HomeMutea Rukwaru holds a Masters of Arts in Sociology (Counseling) and a Bachelor of Arts (Sociology), Upper Second class honors from Nairobi University

Book preview

TRAINING

AT ITS

BEST

ISBN 978 9966 – 7282 – 5 – 2

ABOUT THE AUTHOR

Mutea Rukwaru was born on 24th December 1957 at Kaaga Village in Meru District. He had his early education at Mwithumwiru Primary School before proceeding to Meru School for his secondary and high school education. He then proceeded to University of Nairobi where he graduated in 1984 with B.A. (Sociology) Upper Second Class Honours.

He has worked in the Directorate of Personnel Management (Office of the President) as a lecturer at Government Training Institute Maseno (which is now Maseno University), and Government Training Institute Embu where he lectured on Research Methods, Statistics, Criminology, Family and Child Welfare, Management and Training of Trainers (TOT).

He is currently with the Ministry of Gender, Children and Social Development as the Provincial Director of Gender & Social Development in-charge of Nairobi Province. He has also served in North Eastern Province and Central Province in the same capacity.

He has been involved in extensive community work and has done extensive consultancy work including curriculum development for a number of organisations. He is a Family Counsellor and is the vice chairman of Kenya National Association for Social Workers as well as the Representative of the Association of Schools of Social Work in Africa (ASSWA) in the United Nations offices in Nairobi.

He is married to Stella Mpinda and they have three children – Johnmark Mutuma, Annrose Karimi and Michael Muthuri

OTHER BOOKS BY MUTEA RUKWARU

(In order of years of publication)

Happy Though Married (2003)

The Tie That Binds (2005)

Successful Time Management, the Challenge for the Modern Manager (2006)

What Happy Couples Know (2006a)

Fundamentals of Social Research (2007)

Milestones of Life (2007a)

How to be a Better Counsellor (2007b)

Anatomy of Crime (2008)

Winning Family (2008a)

Financial Success Every Family’s Dream (2008b)

Education At Crossroads (2009)

Published by EUREKA PUBLISHERS

P.O Box 1414 – 60200 MERU

Copyright © Mutea Rukwaru 2010

All rights reserved. No part of this book may be produced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage or retrieval system, without written permission from the publisher and author except for the inclusion of quotations in a review.

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TABLE OF CONTENTS

About the Author

Other Books by the Author

Copyright

Table of Contents

Dedication

Quote

Introduction

Learning, Training and Education

Adult Learning

Learning Concepts and Methodology

Training Process

Training Needs

Training Aims and Objectives

Designing a Training Programme

Planning for a Training Event

Training Aids

Methods of Delivery

Evaluation of Training Programmes

Presentation Skills

References

DEDICATION

I dedicate this book to Dave Clark from Thames Valley University, a wonderful trainer

QUOTE

The illiterate of the 21st Century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.

Alvin Toffler.

INTRODUCTION

Excellence is an art won by training.

Aristotle

When there is change the inevitable consequence is the need to learn. Changes may be the results of new working practices, the general development and changing aspirations of people or the result of the introduction of new technology. Such changes may require people to learn new knowledge and skills, and accompany this with changes in attitudes. Also, people often have to unlearn redundant knowledge, skills and attitudes which are inappropriate to the changed working environment. This might be an unnerving experience for people accustomed to established practices learned over a working life.

When using words such as change and learning in reference to work, the following factors should be considered:

The kind of change being introduced.

The demand these changes will make on peoples’ performance.

The precise details of the knowledge, skills and attitudes people will need to learn to enable them to cope with changes.

The time needed for people to learn.

The cost consequences of people failing to learn.

In many cases the terms learning and training are usually used interchangeably but there is a clear distinction between them.

Is there a difference between helping people learn and training them?

CHAPTER ONE

LEARNING, TRAINING AND EDUCATION

LEARNING

Oxford Advanced Learners Dictionary (2000) defines learning as:

Gaining knowledge or skill by studying either from experience or from being taught.

Becoming aware of something by hearing about it from somebody.

Committing to memory.

Gradually changing your attitudes about something so that you behave in a different way.

In summary learning can be defined as getting knowledge or skill, or ability to do something by study, experience or being taught, committing something to memory, becoming aware of information, or from observation or from receiving instruction, getting knowledge or skill becoming informed.

Sometimes learning can be a bitter experience. For example, we cut our finger and it hurts. This is a simple occurrence that can happen when at home whilst preparing food or at work using plant and equipment. The pain provides a momentary learning opportunity – we may curse, identify the source of pain and the reason why it happened and promise ourselves never to let it happen again. Learning is often like this as we acquire an extensive repertoire of cut finger experiences which influence and often determine how we do things.

Learning can be based on formal study, everyday experiences at home or at work. The accumulation of these experiences enables us to carry out certain activities or tasks. So what is the difference between learning and training? Let us return to the cut finger. The reason you cut your finger was because, in some way, you made a mistake. You probably said ‘ouiiii’ or something stronger when you learned you had cut your finger. Sometimes learning happens by chance without being planned – you learn, in this case painfully to keep out of the way of the sharp cutting edge of a knife.

LEARNING AND TRAINING

Training is done for a specific purpose. It is concerned with helping someone to learn – quickly and effectively. Training requires a clearly defined outcome, for example, being able to chop an onion using a sharp knife. It also requires that effective learning conditions be provided – for example, the task is demonstrated, an explanation is given on how it should be done, the standard of performance required and the trainee is given an opportunity to practice under supervision.

In summary the distinction between learning and training is that learning refers to a naturally occurring process which may or may not contribute to a person’s job performance. Training is a planned process which directs learning towards achieving specific outcomes leading to achieving performance objectives.

TRAINING AND EDUCATION

Within an organisation structure training is the process of increasing the knowledge and skills of an employee (worker) to perform particular tasks. It is an organized activity designed to create a change in the thinking and behaviour of people and to enable them to work in a more efficient manner. In industry or factory, it implies imparting technical knowledge, manipulative skills, problem-solving ability and positive attitudes.

It is important also to distinguish training and education. Training is any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. On the other hand, education is the process of increasing the general knowledge and understanding the total environment. Thus, education is wider in scope and more general in purpose than training. Training is job-oriented or vocational having a more immediate utilitarian objective than education. Education generally refers to formal instruction in a school or college, whereas training is generally imparted at the work–place. However, it is difficult in practice to differentiate between education and training because in many cases both of them occur simultaneously.

TRAINING

Training is defined in the Glossary of Training Terms as:

A planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in the work situation is to develop the abilities of the individual and to satisfy current and future manpower needs of the organisation.

Training can also be defined as learning towards a specified performance. Training a person or a group of people means adding something to their existing skills or knowledge. Training will produce a change if it is effectively organised.

WHY TRAIN?

Why should people undergo training?

Why not rely on people simply learning on their own?

In our fast changing world, training is to be preferred to a naturally occurring process because of the following:-

People will learn to perform the task properly, and

If they learn, they will also learn the wrong method.

The following are the main advantages of training:

Higher Performance

Training helps to improve the quantity and quality of the work output. Training increases the knowledge and skills of employees in performing particular jobs. Without training there can be high hidden costs to the organisation-these can be customer complaints, labour turnover and errors in communication which can be everyday occurrences in an organisation. It should also be borne in mind that there could be other causes other than lack of training.

Less Learning Period

A systematic training programme helps to reduce the time and cost required to reach the acceptable level of performance. The employees need not waste time in learning by trial and error or by observing others.

Training at whatever angle is a critical factor for success - whether it is learning how to develop a new product or service, or learning how an item of equipment should be used. If the organisation relies solely on the naturally occurring process of learning it may never achieve success because such learning may take too long or be wrongly directed.

Manpower Development

Training enables organisations to fill their manpower needs. Training enables succession planning and promising employees can be spotted and trained for challenging responsibilities. Training helps in providing a reservoir of competent replacements and prevents managerial vacuum.

Economy of Materials and Equipment

Trained employees make better and economical use of materials and equipment. When the performers are well trained, industrial accidents and damages to the machinery and equipment will be minimised. Proper utilisation of material and equipment results in lower costs of production per unit.

Standardisation of Procedures

In formal training the best methods of performing the work can be standardised and taught to all employees. Standardisation of work procedures and practices helps to improve the quality of performance.

High Morale

Training helps to boost the morale of the employees through the following:

Improves job satisfaction.

Increases productivity.

Improvement in their earnings.

Improvement in career progression.

employees developing positive attitudes

Making them more loyal.

Employees being cooperative to the organisation.

Employees utilise their full potential.

Improves work discipline and work relations.

Reduces absenteeism rates and labour turnover.

Minimum Supervision

Training reduces the need for close and constant supervision of workers.