Implementation of

Training

Unit-9
 Introduction
Implementation of Training Requires-
 Facilities
 Training Site(physical location)
 Logistical Arrangements
 Physical Arrangements And Environment
 Proper Disposition (outlook)
 Equipment
 Materials
 Furniture

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 Training Preparation Checklist
Facilities
Rooms (reserved) ,Layout specified/arrange
Materials
Trainer Guides ,Other Material(List) ,Facilitator Materials
Equipment
Video Monitor & VCR,OHP,PCs, LCD, Sound System,
Boards, Markers etc. Flip Chart, Power
Backup(generator)
Food Services Breaks(Coffee, refreshments, lunch etc.)
Personal Arrangements Travel , Lodging, Local travel,
Recreation
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 Key Requirements
• Identify the key tasks done to prepare for
training.
• Determine appropriate room layout for
training.
• Prepare a program outline.
• Create an effective PowerPoint
presentation.
• Conduct an effective training presentation.
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 Key Requirements
• Best training design can fail if it is not
properly implemented.

• Review the purpose of the training as well as

the goals and outcomes.
• What can they tell us about appropriate
implementation?
• Think about the conditions of training and
what must happen if the trainees are to
accomplish the learning goals.
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 Logistical Arrangements
• Logistical Arrangements refers to movement of
people , material and equipment.
• Physical environment for training should matches the
learning needs of the participants.
• Logistical arrangements include preparing training site,
notifying the people , ensuring that the equipment is in
place and the food and refreshments arrive as ordered.
• All logistic arrangements are to be made well in
advance and to be double checked.
• Use a checklist that identifies the most important
logistical arrangements .
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 Physical Arrangements
1. Choosing the Venue
2. Room Layout
3. Break-out Rooms
4. Controlling the Physical
Environment

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 Physical Arrangements
• Choosing the venue ,furniture , room
configuration ,equipment & material used for
training delivery.
• Training site should be easily accessible from
the accommodation of trainees. Even disabled
people should be able to access the facilities
without any problem.
• Choosing the Venue- On-site-training / Off-
site training

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 On-site-training
Advantages Limitations
• Accessibility for trainees • Office
& trainer Routine/requirements
• Familiarity for trainee & from the boss
trainer • Catering facilities may
• Cost effective/economy not be available
• Easier to fix equipment, • Yet another day at the
materials etc. workplace

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 Off-site training
• Limitations of on site training can be
covered in off site, but it largely
depend on budget availability,
availability of appropriate venue and
the participants.

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 Room Layout
• The selection of the room configurations
depends on the types of training , the
training activities to be undertaken, the
level of formalities that are needed and
number of participants.
• It can influence training results either
positively or negatively.
• Possible to make re-arrangements
depending on desired results. 11
Classroom-Style Seating

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 Classroom-Style Seating
• This arrangement is good for formal presentations,
especially to large audiences. It is appropriate for
knowledge acquisition, with lecture and audio-visual
being the primary training methods. Visuals are easy
for the trainer to use and easy for the trainees to see.
• However, this arrangement sets the trainer apart
from the trainees and doesn’t allow for much
interaction among trainees.
• It is not appropriate for training that involves group
activities.
• Classroom-style seating often makes trainees feel like
they are back in school.
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Conference-Style Seating

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 Conference-Style Seating
• Conference seating is suitable for small group
interaction. It is much less formal than
classroom-style seating and is an excellent
way to promote discussion.

• The downside is the difficulty of presenting

audio-visual material to the group. It also
tends to limit interaction to just those
individuals at the table unless the trainer does
something to require the groups to mix.

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Horseshoe Arrangement

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 Horseshoe Arrangement/U-Shaped
Arrangement
• Horseshoe style is appropriate for a variety of
presentation formats. It facilitates the use of visual
aids because it is easy for the trainer to present
audio-visual material that can be seen by the whole
group.
• It encourages the group to interact as a whole and
enables small-group interaction. It gives learners
plenty of space and allows everyone to see the entire
group.
• This design is ideal for groups of less than 20.
• It is not practical for a very large group of trainees.
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Fan-Style Seating

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 Fan-Style Seating
• Fan-style seating works much like a horseshoe
arrangement but has the advantage of small-
group interaction at individual tables. As with
the horseshoe, it is appropriate for groups of
20 trainees or less.

• This works best if chairs have wheels so the

participants can swing around to see other
trainees and the trainer.

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• Training facility arrangement plays an
important role in the learning process and
the trainees’ attitude.
• Even if the training content is outstanding
poor room layout can make it ineffective.

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 Break-out Rooms
• Separate rooms located close to the main
training hall wherein small groups can work in
privacy are called Break-out Rooms.
• Flip charts, tables , chairs, phones, computers
are provided on need bases.
• Break-out Rooms facilitate Group Discussion’s
,case study analysis and other discussion
oriented activities.

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Controlling the Physical Environment
Controlling factors as-
 Room Temperature
 Air Circulation/ventilation
 Light and Sound
 Safety and Sanitation
 Cleanliness
 Power Supply
 Minimized External Noise
,etc.
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 Implementation of Training
• The output of Training design and
development phase becomes the input of
implementation phase. The output of this
phase is assessment of the utility of training.
In the process/throughput phase there are
two important stages – Dry Run of the
Program and Pilot Training Program.

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Input Process Output
Instructional
Material

Instructional Equipment
Dry Run Pilot Trg. Training
Trainee & Trainer Manuals Implementation

Facilities

Evaluation Implementation
and Assessment of Utility

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System View of Implementation Phase
 Dry Run
• This is the first test of the new material and training
package is not presented in entirety and this is not
designed to actually train the participants.
• During dry run some potential trainers are chosen and
their feedback obtained on the utility of training after
delivering some portion of the total package.
• During this test run the participants are asked a list of
questions about the relevance of the training ,
exercise, case study or role play.
• The training program is suitably altered depending on
the feedback.
• The dry run refines the training program to eliminate
any major glitches.

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 Pilot Training
• Pilot program is the first full-blown training
program that is presented to the trainees.
• The pilot training can do a lot good like the rough
edges can be smoothened, the duration of the
different sessions can be modified or
rescheduled, the flow is re-arranged, the weak
areas are identified and strengthen besides giving
valuable experience in delivering the program.
• The pilot training takes time and resources .
• It is better to mentally visualize the program
before dry run or pilot training is planned.
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 Difference b/w Dry Run & Pilot Training
• The dry run is a rehearsal of the training program, to
test the new material and firm up the timing of the
different sections. The dry run is not designed to actually
train the participants, who simply assume the role of
trainees. The dry run is held in a controlled setting where
issues can be discussed and resolved. In general, it will
take much longer than the actual training, because the
trainer will not only be delivering the material, but also
making adjustments and participating in discussions.
• The pilot training is the first presentation of the
complete training program. The main difference is that
the trainees present in the pilot training are there to
actually be trained. The trainer will make adjustments
and further assess the timing of the modules and
components, but all relevant training is actually provided
to the trainees.
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 Difference Between Dry Run & Pilot
Training
• The main objective of the dry run is to provide
trainees with relevant training whereas the
pilot program is concerned only with the
effectiveness of training.

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Tips for Trainers for Effective
Implementation

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 Outline
•Write an outline for all the details
of your training program.

•A training manager must develop

a generic checklist which will be
used repeatedly for the training
presentations.

•Try to itemize in advance all the

details needed so the training day
will go smoothly.

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 Preparing for the Presentation
• To fail to prepare is to prepare to fail.

• Take care of the details in advance:

 Room setup
 Printing/handouts
 Audio-visual equipment
 Training materials and supplies
 Food

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 Trainer : Preparing for the Presentation

• Prepare-
– Organize your presentation logically.
– Tailor presentation to situation and audience.
– Use notes or an outline.
• Practice-
– Rehearse and time your presentation.
– Practice the activities.
– Know how to use audio-visual equipment.
• Prepare to answer questions
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 It’s Presentation Time
• Greet participants and establish rapport
• Start on time
• Review your agenda
• Ask for and encourage participation
• Monitor timing
• Save questions for the end
• Review learning and summarize
• End on time

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 Delivery
• The most important voice issue is that trainer must be heard.
Speak loudly enough to be heard throughout the room. (Use of
a Mike)
• Vary the pitch and tone of your voice. Vary your pace. Slow
down and pause to make an important point and speed up when
appropriate.
• Make eye contact with audience members.
• Talk to the audience. Facial expression should be congruent with
the discussion.
• Don’t forget to smile, but smiling inappropriately looks
insincere. Make sure your gestures are relaxed and natural.
• Don’t stuff your hands in your pockets and stand ramrod
straight.
• Relaxed posture and comfortable gestures build rapport with
the audience. 34
 Delivery

• Listen to your audience and respond

appropriately. Be respectful of what others
say even if you don’t agree.
• Pay attention to body language and facial
expressions. Understand the non-verbal
communication , change something to bring
them back.
• Do something to reenergize the group.
• Proper Question-Answer Handling
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Answering Questions: Do’s and Don’ts
Things to remember for answering questions-
• Do:
– Anticipate questions in advance
– Listen carefully to what is asked
– Ask for clarification if you don’t understand
– Answer completely
– Treat the questioner with respect
• Don’t:
– Show that you feel the question is inappropriate
– Divert the question to a different point
– Put down the questioner
– Argue with the questioner
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 Closure
• Summarize the main points of training. Remind trainees of
what they learned and ask them to reflect on how they will
use their new knowledge.
• Ideally, transfer of training has been built into the
presentation and addressed throughout the training.
• Remind trainees of the importance of practicing what they
learned on the job. Discuss an action plan for transfer. What
will they do when the training is over? Ensure that they
understand the next steps for utilizing the training. If there
are any job aids available to trainees, such as worksheets,
checklists or handouts, make sure they know how to use the
material. Discuss any obstacles they may encounter in using
new knowledge on the job and how they will overcome the
problem.
• Conduct assessment activities. 37
Practice Your Training Presentation

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 Training Policy
• The word policy has been derived from a
Greek Word Polis ‘meaning city’ means
notion of system or law and order.
• A policy is an expression of intention , which
gives general guidance for the conduct of
corporate affairs.

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 Reasons for Developing Training Policy
 To define the relationship between the
organization’s objectives and its commitment to
the training function.
 To provide operational guideline and
responsibilities of management for planning &
implementation of training so as to ensure that
training resources are directed in achieving Critical
Success factors and priorities of the organization.
 To provide information to the employees.
 To enhance public relations and corporate image
of the organization.
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 Factors Influencing Training Policy
The following factors influence the training policy:
 The vision & mission of the organization
 The aims & strategic objectives of the
organization
 Size, tradition and prevailing culture in the
organization
 Product & services of the organization
 Economic & social objectives of the organization
 The level of technology up-gradation
 Obligation to provide professional updating and
continuous training
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 Factors Influencing Training Policy
 Top management’s view about training
 The labor market and the availability of skilled and
qualified staff
 Organization’s past & present training policies and
practices
 Expectation of employees and records of training
needs of the organization
 Government legislation in areas of industrial
safety/statutory requirements
 Government funds available for sponsoring training
program

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 Content of Training Policy
 The underlying philosophy/belief of the
organization about the value of training
 The process available for identifying the
organizational training needs
 What type of training is provided by
organization-only job related , career related
or general
 Who will be the target audience amongst
employees?
 What extent of financial resources are
allocated for training? 43
 Content
• Balance struck between on-the-job and off-the-
job training & between internal and external
resources and the basis on which such decisions
will be made like cost, cost effectiveness, urgency,
etc.
• Who will be responsible to decide whether a
training proposal is covered and to what extent
and to whom the employees can appeal against
decision that affect their training.

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 Advantages of Training Policy
• The training policy aims to clarify the purpose, of training
and to communicate the top management’s intention.
• The training policy defines the organization’s responsibility
for the development of the individual employee.
• It helps the management responsible for implementing the
training, clarifying their role and function.
• Progressive training policy enhances the employer-
employee relationship.
• The training policy states in general terms the training
opportunities to enhance their knowledge and skill and
appropriately to prepare them to take up new
responsibilities.

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• Preparing a training policy
requires considerable skill and
attention to details. The policy
statements are to be positive and
should not contain any
ambiguities.

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 References
• T & D by Dr. B. Janakiram
• Effective Training Systems, Stratefies and
Practices by Balchand Thakur, Printice Hall

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