Training and Development

Question 3 - In Unit 6, a wide range of ‘off the job’ training methods were reviewed. Match a method
examined here to an experience you have had within a learning context. Comment on what elements
of the program delivery made the learning experience effective and/or ineffective. What could have
been done better? Be sure to use the course material to support your comments.

Here I would like the share the past learning from HRBP role training course conducted by Aon
Hewitt which I had attended. That training course was of four days duration and was mix of Lecture,
Discussion, Case study, and Role play. It was full day training programme with 3 breaks starting from
10 am till 5 pm in evening. Two breaks were tea break and one was lunch break to avoid the boredom
and proper assimilation of training content. Content of programme in form of booklet as participant
guide , information regarding the trainers along with time slot which they were supposed to cover and
study material was shared beforehand so that each participant can plan their day properly and to avoid
last minute confusion. There were 12 trainee in one batch.

Basically training started with lecture mode where trainer explained and set the background of
training which he was supposed to deliver. He emphasized on the key points and repeated the same
which has assured that we all are hearing the same content. To made it more effective trainer included
the Random question, answer and quizzes in between the lectures. Further its moved in discussion
mode where 3 groups of 4 participant each were made and each group was given different topics to
discuss about which has pushed the energy of training in participative form. Each group member had
given their views and trainer was moving from one group to other group and was asking question in
between on the input of trainees. Trainer was making sure that each participant should speak and
contribute in discussion and was prompting us to exchange our experiences, thought and ideas with
each other to make it interactive. If anybody was digressing from the topics of discussion, trainer was
positively reinforcing and gently refocuses on the discussion.

Other mode of training which used was the Case study training method in which various cases were
given to us to discuss, analyse ,and solve problem that was based on real situation. It had encouraged
the open discussion which resulted into analysis of problems and events. We had applied business
concepts to relevant real life situations mentioned in case study , which encouraged all of us to
understand the problem areas, conflicts and helped to think independently & make a creative decision.
While trainer also involved us to have Role Play Method where scenario (e.g. Art of Listening ) was
shared with us. Each trainee was given the understanding of time, place, role, instruction, further role
play information ,scenario and role were assigned to act out the role play after enacting the role , we
had discussed our experiences and outcome of our role as what happened, what was our experience,
causes and effects of behaviours , plan for skill development or attitude change.

Overall the combination of training methodologies which were used had effectively impacted the
trainees as number of training audience was small and to convey the learning , they have used four
different types of training method which had made the training interactive, participative and each
audience absorbed the course very well.