Is it necessary to follow the stages of training session why?
Otha Barton
2025-07-01 06:45:18
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: 7
Planning is the first and most important step in the training cycle.
It sets the stage for success and ensures that every aspect of the session is thoughtfully prepared.
This stage involves thinking in advance, where you establish clear objectives and identify the resources needed to meet them.
Effective planning helps you define the scope of the training, stay focused on your goals, set realistic deadlines, measure success, and conduct a thorough debrief after the session.
A well-organized plan lays a solid foundation for delivering a meaningful and goal-oriented training session.
By following the stages of the training session, trainers can customize the syllabus and delivery to suit the individual needs of each learner, ensuring that the learning objectives are met in the most effective way possible.
Understanding these variables allows trainers to adapt their methods, creating an inclusive and supportive learning environment.
Every learner has unique preferences for how they process information, which is why using a range of teaching methods is key to ensuring everyone benefits from the training.
To accommodate these diverse learning styles, trainers should provide a variety of learning materials, activities, and assessments.
Additionally, trainers should create a positive and safe learning atmosphere where learners feel supported and encouraged.
A clear overview of the lesson objectives helps learners understand what to expect and stay engaged throughout the session.
Continuous evaluation allows trainers to refine their courses, integrate the latest techniques, and keep content aligned with learners' evolving needs.
Dagmar Stroman
2025-06-19 22:05:54
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: 7
The diagram above highlights what we, of course, already know: that it takes time to acquire skills and it takes time to move to the competent stage. However, there are key inputs that can help with this process and help us move the employee to the stage of being competent. It is surprising how many people will not do this without being prompted. It is critical to not make that leap too early. You might involve other people in the training and coaching but keep a clear picture of what you are trying to achieve, and make sure that the employee does not get overwhelmed. Throughout this step, you are aiming for the employee to: Gain basis task awareness Understand the basic techniques Be aware of the key principles supporting the task Gradually build more task awareness Understand the key techniques involved Have an awareness of the main procedures. It can be easy with this stage of training to squeeze the training in, perhaps not allocating the right amount of time. Compared to off the job training, on the job training can easily be less important and not given the correct focus. Coaching is an important part of the process and is an effective way to keep providing feedback, perhaps tweaking direction and to help the employee become more confident in different parts of the task.
Colten Stroman
2025-06-10 16:06:01
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: 1
For most companies, their employees are their most valuable asset, so investing in good training just makes sense. But how can you make sure that you’re getting the most out of the money and time you’re spending on employee onboarding. Unfortunately, trainings are often given and quickly forgotten by both the trainers and trainees. Their impact is rarely measured or looked for. This makes it impossible for companies to know if they are even getting a return on the time and money spent on trainings. By not making an effort to follow up on the results of a training, companies are blindly administering trainings without any real data about what is working for their trainees and what isn’t. You can use the Kirkpatrick Model to evaluate the effectiveness of your training and getting the information you need is as easy as following up. Before you even begin a training program, you should know what results you want to see. Action plans are a good way to involve trainees in this process of turning a training into measurable results. Performance assessments are critical when it comes to implementing new trainings. Peer meetings are typically led by a supervisor, and their purpose is to get several trainees together to talk about what trainees have done to implement the training in their performance at work. Using each one of these follow-up techniques will empower trainers and trainees. Not only do these follow-up techniques encourage trainees to continue developing good habits, but they help trainers refine their training process.
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