I had a look at the first ppt presentation.
Can anyone tell me how they are using this?
Am I to assume that you just play the presentation and read out the words on the screen??
That is not training. Where is the background material, the explanations of what it means, the group exercises to put in to practice the concepts etc.
Many of those slides have far too many words on them as well.
I have posted many times on CiteHR, that merely showing a powerpoint IS NOT training.
Also these presentations are generic, or have been designed for use by a specific organisation. They may not be suitable for YOUR organisation.
You still need to do a Training Needs Analysis and identify the EXACT training needs of your group. They could be totally different to what is shown on these slides.
From Australia, Melbourne
640Can anyone tell me how they are using this?
Am I to assume that you just play the presentation and read out the words on the screen??
That is not training. Where is the background material, the explanations of what it means, the group exercises to put in to practice the concepts etc.
Many of those slides have far too many words on them as well.
I have posted many times on CiteHR, that merely showing a powerpoint IS NOT training.
Also these presentations are generic, or have been designed for use by a specific organisation. They may not be suitable for YOUR organisation.
You still need to do a Training Needs Analysis and identify the EXACT training needs of your group. They could be totally different to what is shown on these slides.
From Australia, Melbourne
Hi John,
Had been away for sometime now so couldn't reply to your query.
I see where you are coming from about the whole concept of how and why to conduct training- TNA for target group.
And just PPT ain't enough.
What I don't see is why do you feel the need to mention it here?
Aren't we a forum here that takes care of each others learning needs on various levels. If you browse around even as way
back as the forum started this has been the norm. I wonder if you have been catching up on the whole social tech and learning platforms.
Let me speak of a context you may like.
If you look around sites like slideshare, authorstream , slidestream, wiziq, pptclub etc...these are content sharing sites.
Here's what is good to be aware of how content sharing sites actually work. They work because of a single reason - the user.
It means a user goes in there knowing their needs, looks for what they want, downloads plenty of material and completes
their own learning. Not only that but they do a content mash-up and create new material out of it. This is being considered legit on web2.0.
I think citehr is definitely here to stay as a part of this new wave of content sharing sites and is not just a discussion group.
Yodhia Antariksa of exploreHR is the author of that ppt if you may have already seen it. He has put the slides up
on slideshare and he is a contributor on this site under another name. Thus the trainers and content creators are
comfortable putting put their content as learning itself is undergoing change.
Self-Learners have become more smarter and have plenty of material to choose from. I am no exception to that.
Let me share a very important lesson I have learnt as a trainer/ business consultant myself
"I don't think words will go out of fashion but time and face to face communication certainly is...
it's become more valuable." People want to hear you but they will research you first and
when they are convinced about the stuff you share from your unique experience that they will find in no other place
they feel motivated to learn from you. This is a more welcome change.
The notion that a trainer trains people was always unreal but we lacked the technology. Rather what we are seeing
now after being enabled by technology platforms is - that the learner learns all by himself under the direction of the
trainer they have chosen to learn from.With that in mind and from the number of views and the number of downloads
that I see I think we are on the right track.
As for the corporates, they will stick to TNA as they need analysis as a process more than seeing how it works.
And we all know that its very hard to commit to a certain degree of change in human behavior - no psychologist,
no neurologist and no sociologist will ever commit to that.
We need to keep looking at how human being's really learn. It's not an easy answer but it is the most obvious one :-)
Cheers
From India, Mumbai
Had been away for sometime now so couldn't reply to your query.
I see where you are coming from about the whole concept of how and why to conduct training- TNA for target group.
And just PPT ain't enough.
What I don't see is why do you feel the need to mention it here?
Aren't we a forum here that takes care of each others learning needs on various levels. If you browse around even as way
back as the forum started this has been the norm. I wonder if you have been catching up on the whole social tech and learning platforms.
Let me speak of a context you may like.
If you look around sites like slideshare, authorstream , slidestream, wiziq, pptclub etc...these are content sharing sites.
Here's what is good to be aware of how content sharing sites actually work. They work because of a single reason - the user.
It means a user goes in there knowing their needs, looks for what they want, downloads plenty of material and completes
their own learning. Not only that but they do a content mash-up and create new material out of it. This is being considered legit on web2.0.
I think citehr is definitely here to stay as a part of this new wave of content sharing sites and is not just a discussion group.
Yodhia Antariksa of exploreHR is the author of that ppt if you may have already seen it. He has put the slides up
on slideshare and he is a contributor on this site under another name. Thus the trainers and content creators are
comfortable putting put their content as learning itself is undergoing change.
Self-Learners have become more smarter and have plenty of material to choose from. I am no exception to that.
Let me share a very important lesson I have learnt as a trainer/ business consultant myself
"I don't think words will go out of fashion but time and face to face communication certainly is...
it's become more valuable." People want to hear you but they will research you first and
when they are convinced about the stuff you share from your unique experience that they will find in no other place
they feel motivated to learn from you. This is a more welcome change.
The notion that a trainer trains people was always unreal but we lacked the technology. Rather what we are seeing
now after being enabled by technology platforms is - that the learner learns all by himself under the direction of the
trainer they have chosen to learn from.With that in mind and from the number of views and the number of downloads
that I see I think we are on the right track.
As for the corporates, they will stick to TNA as they need analysis as a process more than seeing how it works.
And we all know that its very hard to commit to a certain degree of change in human behavior - no psychologist,
no neurologist and no sociologist will ever commit to that.
We need to keep looking at how human being's really learn. It's not an easy answer but it is the most obvious one :-)
Cheers
From India, Mumbai
Update:
Just saw they updated the links for the original blogsite to a more professional one. Good change. Lean Design
PPT on Developing Effective Communication new link is :
[PPT] Developing Effective Communication Skills PPT Download - PPT CLUB
Learn & Grow
Andy
From India, Mumbai
Just saw they updated the links for the original blogsite to a more professional one. Good change. Lean Design
PPT on Developing Effective Communication new link is :
[PPT] Developing Effective Communication Skills PPT Download - PPT CLUB
Learn & Grow
Andy
From India, Mumbai
Andy,
You seem to be talking at cross-purposes.
You mention people using this material to educate themselves. That's fine. I don't have a problem with that. I myself look at material posted here on CiteHR and often find out something new.
HOWEVER, the context I am talking about is group training, not individual self-learning, and this is where I have a problem.
Telling people they can use this material to train OTHER people is wrong - and even more so if the person doing the "training" is not a qualified trainer.
There have been many instances here in CiteHR where people have said they are not trainers, but need to train staff. They ask for a powerpoint. As they have no knowledge of the subject themselves, all they do is stand and read the words on the slides. No context, no background, no ability to answer questions, and no idea if that training is WHAT THE PEOPLE IN THE ROOM AT THE TIME REALLY NEED. All they needed to do was give the staff the ppt and tell them to read it on their own computers back at their desk.
Training and TNA's etc are not confined just to "corporates" as you put it. Proper training methodology applies everywhere, and to everyone.
I am not sure how you make a connection between changing human behaviour and workplace training.
Training in our context here on CiteHR is about giving employees in an organisation, the skills and knowledge they need to do their jobs effectively and efficiently. Ergo, we train them in sales, we train them to operate a specialist piece of machinery in the factory, we train them to strip down a motor, we train them how to use Microsoft Word etc etc.
Every organisation is different. The people are different, the jobs are different, the needs and outcomes required are different. That is why we do a Training Needs Analysis. We need to determine exactly what our people need to do their jobs in that particular organisation, at that particular time. No two organisations are ever going to be identical.
You may argue that some things like communication skills are generic. They are NOT. The communication skills staff in my organisation need to do their jobs can be vastly different to the communication skills your staff need in your organisation.
India is at a crossroads now, powering ahead and building it's economy. In order for it to be successful, it will need a well trained, highly efficient work force.
I believe you do your country, and your colleagues a disservice by advocating such an ad hoc approach to proper training and development.
From Australia, Melbourne
You seem to be talking at cross-purposes.
You mention people using this material to educate themselves. That's fine. I don't have a problem with that. I myself look at material posted here on CiteHR and often find out something new.
HOWEVER, the context I am talking about is group training, not individual self-learning, and this is where I have a problem.
Telling people they can use this material to train OTHER people is wrong - and even more so if the person doing the "training" is not a qualified trainer.
There have been many instances here in CiteHR where people have said they are not trainers, but need to train staff. They ask for a powerpoint. As they have no knowledge of the subject themselves, all they do is stand and read the words on the slides. No context, no background, no ability to answer questions, and no idea if that training is WHAT THE PEOPLE IN THE ROOM AT THE TIME REALLY NEED. All they needed to do was give the staff the ppt and tell them to read it on their own computers back at their desk.
Training and TNA's etc are not confined just to "corporates" as you put it. Proper training methodology applies everywhere, and to everyone.
I am not sure how you make a connection between changing human behaviour and workplace training.
Training in our context here on CiteHR is about giving employees in an organisation, the skills and knowledge they need to do their jobs effectively and efficiently. Ergo, we train them in sales, we train them to operate a specialist piece of machinery in the factory, we train them to strip down a motor, we train them how to use Microsoft Word etc etc.
Every organisation is different. The people are different, the jobs are different, the needs and outcomes required are different. That is why we do a Training Needs Analysis. We need to determine exactly what our people need to do their jobs in that particular organisation, at that particular time. No two organisations are ever going to be identical.
You may argue that some things like communication skills are generic. They are NOT. The communication skills staff in my organisation need to do their jobs can be vastly different to the communication skills your staff need in your organisation.
India is at a crossroads now, powering ahead and building it's economy. In order for it to be successful, it will need a well trained, highly efficient work force.
I believe you do your country, and your colleagues a disservice by advocating such an ad hoc approach to proper training and development.
From Australia, Melbourne
Andy Sir,
I am coming to notice that this PPT and the other PPT I am sharing on Presentation Skills for Managers in https://www.citehr.com/568619-traini...-568619-a.html both are using same book as source and recommended reading.
Book name is Developing Management Skills by David A. Whetten and Kim S. Cameron, published by Harpers Collins Publisher.
Ok
Binu
I am coming to notice that this PPT and the other PPT I am sharing on Presentation Skills for Managers in https://www.citehr.com/568619-traini...-568619-a.html both are using same book as source and recommended reading.
Book name is Developing Management Skills by David A. Whetten and Kim S. Cameron, published by Harpers Collins Publisher.
Ok
Binu
Yes Binu,
Though I personally prefer to learn quickly from a neatly edited PPT such as the above one. Once the basic concepts are introduced in small measures I like to go study more and learn more from the higher level or related concepts. Then practice and experience both come to help. Then you can apply it confidently as a professional.
Have you ever heard about the Four Stages of Competence or the Four Stages for Learning Any New Skill?
Cheers
Andy
From India, Mumbai
Though I personally prefer to learn quickly from a neatly edited PPT such as the above one. Once the basic concepts are introduced in small measures I like to go study more and learn more from the higher level or related concepts. Then practice and experience both come to help. Then you can apply it confidently as a professional.
Have you ever heard about the Four Stages of Competence or the Four Stages for Learning Any New Skill?
Cheers
Andy
From India, Mumbai
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DEVELOPING EFFECTIVE COMMUNICATION SKILLS - SEEMA.ppt