Show Notes
AOE 3: Training Delivery
Delivering learning solutions in a manner that both engages the learner and produces desired outcomes; managing and responding to learner needs; ensuring that learning is made available in effective platforms and delivered in a timely and effective manner (
ASTD, 2013).
This section is weighted 13-14% of the exam; 20-21 questions) This AOE for Training Delivery we are going to emphasize all about learning. To train effectively you need to build a culture of learning (
ATD, 2016) -- as this results in a high-performing organizations that is:
- 5 times more likely than lower performing companies to have extensive learning cultures
- 2x more apt to say their learning functions help meet organizational business goals
- Share knowledge with colleagues at a rate 4x greater than that at employees at lower-performing firms
Training Delivery: Deliver informal and formal learning solutions in a manner that is both engaging and effective (ASTD Handbook, 2nd Edition)
The Value of Training (IBM, 2014) report says that 84% of employees in the best performing organizations are receiving the training they need, compared with 16% in the poorest performing companies. Key knowledge areas for talent development related to training delivery includes (also related to
AOE: 2 - Instructional Design):
- Learning theories
- Instructional methods
- Ways to facilitate informal learning and build learning communities
- Various delivery options and media
- Existing and emerging learning technologies
- Facilitation and presentation techniques and tools
- Individual learning modalities
- Organizing or cultural differences
- Own personal training preferences
- Familiarity with content
- Legal and ethical issues related to training delivery
Books read and referenced for AOE #3 on Training Delivery:
- ASTD Handbook: The Definitive Reference for Training & Development Edited by Elaine Biech
- Training and Development for Dummies by Elaine Biech
- Virtual Training Basics, 2nd Edition by Cindy Huggett
- Employee Training & Development, 7th Edition by Raymond Noe
- Technology for Trainers, 2nd Edition by Thomas Toth
- Virtual Training Tools and Templates by Cindy Huggett
- Telling Ain’t Training, 2nd Edition by Harold Stolovitch and Erica Keeps
3.1. Learning Theories
Learning Theory: What cognition and learning theories form the foundation for the talent development profession to improve skills, knowledge and performance deficits that support business strategy? (AOE 3. Training Delivery; 3.1. Learning Theories)
Learning objective: Discuss the importance of adult learning theories and techniques for delivering training.
Key goals for learning theories in talent development:
- To motivate adult learners
- Plan instruction for adults
- Work with groups of professionals
- Work with individual learners
- Help learners transfer training/learning experience
- Deal with the barriers adult learners face for training
Adult learning theories: attempt to explain how adults learn. Some look at what is observable -- stimulus and response; and other look at memory and propose environmental factors
- To create relevance by mapping courses with perceived learner needs
- To devise instructional strategies in alignment with real learning contexts
- To choose the technology that best supports the instructional strategy
- To plan instructional strategies relevant for digital-age and on-the-go learners
- Andragogy: Tapping Into Prior Experience
- Transformational Learning: Revealing Perspectives to Create Aha Moments
- Experiential Learning: Tying Reality to Create Meaning
Stay tuned and/or check out Learning Theories in Section 2. Instructional Design -- there will be more of a deep dive there. This was just a teaser or follow up -- depending on the order you are listening to and reviewing my study notes.
Books mentioned in this episode: