1. Train The
Trainer
On
Recent Trends in
Training and
Development
By: Ruhi Beri

2. AGENDA
• Latest trends
• Latest methods used by organizations
• Latest technologies used

3. Latest Trends
Greater use of technologies for training
delivery
• Rationale behind this:
 Decreasing costs of technology
 Effective
 Less training costs for geographically dispersed
employees
 Help build desirable features of learning
environment
 Appropriate in case of contingent employees
and alternative work environments
• Example: Teleimmersion

4. Latest Trends
Increased demand for training for virtual
work arrangements
•





Challenges
Knowledge management
Cultural differences
Team work skills
Technical skills
Structure, shared values and goals
• Answer
 Digital Collaboration
 Training

5. Latest Trends
Increased emphasis on speed in design,
focus in content, and use of multiple
delivery methods
• Rapid Instructional Design (RID)
 Just-in-time
 Resource allocation to design and delivery
• Shorter training courses focused on content (yet
interesting)
• Multiple delivery methods

6. Latest Trends
Increased emphasis on capturing and
sharing intellectual capital
• Rationale behind this:
 Loss of valuable knowledge due to retirement of baby
boomers
 Strategic value of learning organizations
• Trainers need to be technically literate to covert
organizations into learning organizations by the use of
latest technologies.

7. Latest Trends
Increased use of true performance support
• Embedded learning
 Task specific, real-time content and simulation
 Accessible during work as well as real-time
collaboration in virtual work spaces
• Future
 Short learning episodes embedded with work
 Alert when need arises
 Direct connection with experts
 Simulations for guidance

8. Latest Trends
Increased emphasis on performance analysis
and learning on business enhancement
• Performance Analysis approach
 Focusing on interventions related to
performance improvement
 Providing support for high-performance work
systems
 Developing systems for training administration,
development and delivery that reduces costs
and increases employees’ access to learning

9. Latest Trends
Increased use of training partnerships and
outsourcing training
• Need of specialized knowledge, access to best
practices and cost savings.
• External suppliers: Consultants, academicians,
etc
• Key decision is how much to outsource (and not
whether to outsource)
• Example: Application Service Provider

10. Latest Trends
Recognition of importance of EQ and SQ at
the workplace
Globalization will shape more leadership
programs
• Highlights
Conducts Leadership Programs and a host of other workshops for many Fortune
500 Companies
These programs revolve around spiritual knowledge and its practical applicability in
professional and personal life.

11. Highlights Cont’d
By the Art of Living
C
L
I
E
N
T
S

13. Latest Trends
Edu-Tainment and Enter-Trainment
• Example
Brands that trust:
IBM
Reliance Communications
Future Generali
Nokia
Fortis
TedEx
HDFC Ergo
Etc Etc….

14. Latest methods used by
organizations

15. COMPUTER BASED
TRAINING
• “The training that occurs solely on the computer
with individuals interacting with a computer
program to learn a given concept or training
course.”
• Used in : Vidicon Enterprises
Advantages:







Self-paced
Provides variable training goals
Interactive
Proficiency is ensured
Simulation is possible
Drill and practice possible
Higher levels of learning can be
addressed
Disadvantages
 Limitation in integration
 Logistics problems
 Can be expensive
 Students lack motivation
 Unable to adapt to the use
of computers
 More time to develop

16. METHODS
CD-ROM, DVD,LASER
DISC
•A personal computer enables
integrated animation, video clips,
and graphics .
INTERACTIVE VIDEO
•Instruction is provided one-to-one
•Can interact with the program
•Can be interactive using joy-stick or •Used for technical and intertouch-screen monitor
personal skills
•Used in: Pilgrim Nuclear Power
Plant, Plymouth, Massachusetts
•Used in : Apple

17. METHODS
INTERNET
•Various newsgroups
E-LEARNING
LEARNING
PORTALS
Instruction and delivery
of training online
•Websites or online
learning centers
Includes
Web-based training
Learning portals
Distance learning
Virtual reality
•E-commerce
transactions
•Discussion groups
•Various blogs
•E –books
•World wide web :
browser and a search
engine
•Provides access to
training courses,
services, and online
learning communities
•Used in : Ford Motor
Company

18. DISTANCE LEARNING
 Physical separation
between the learners and
the instructors
 Two-way communications
 Use of audio and data links
 Using prepackaged learning
resources or courseware
 Requires peer support and
instructor help
 Used By: IBM, Kodak
Two types:
 Teleconferencing
 Individualized,
personal CBT
Process Involved:
 Virtual classrooms
Audio link btw instructor
and trainee
Computer software
applications
Instant polling technology
Whiteboard marking
tools

19.  Advantages:
Cost Reduction
Access to experts
Save travel costs and times
 Disadvantages:
 Lack of interaction
 Technology issues
 Unprepared trainers

20. WALKABOUT
Walkabout
Basic challenges
•Introduced by the Asian
Institute of Management,
Manila
•Adventure
•Trainee is left on his own
to complete his training
•Practical skills
•Creativity
Skills used
• Opportunity seeking
• Goal setting
• Strategy formulation
•Logical enquiry
•Minimum trainer
intervention
• Planning
• Implementing
• Controlling

21. ACTION LEARNING
ACTION LEARNING
 Learning is better experientially and
mostly by doing.
 Gives teams or work groups an actual
problem, has them work on solving it
and committing to as action plan, and
then holds them accountable for
carrying out the plan
 Six sigma training programs use this
method
 Used by : Novaritis, GE
Advantages




Lies in its practicality.
Promotes communication.
Develops resilience and determination.
A way of transforming the culture and
providing continuous learning
 Involves real-time problems

22. NET VARSITY
(corporate
university
•It refers to a company’s
centrally managed
umbrella of ‘in-house’ or
‘off-site’ training
initiatives.
•Main aim is to
systematize training as a
function, maximize
investment in employee
education, or develop
workforce employability.
•Used in: IBM, Motorola,
Disney world, Ford
OUT BOUND
TRAINING
PROGRAMME
 To place the
participants in a
challenging risk-taking
situation.
 To provide a hands-on
experience in which
team-spirit, leadership
and communication
skills are tested
INTELLIGENT
TUTORING
SYSTEMS
 Instructional systems
that use artificial
intelligence
 Customize the training
experience for
individuals to meet
their needs
 Used by : NASA in
astronaut training
 Post exercise debriefing  Three types of ITC
environments :
 Used in : ONGC,
 tutoring
Cadbury’s and CEAT
 coaching
 empowering

23. VIRTUAL REALITY
BLENDED LEARNING
•Provides three-dimensional learning
experience
•Combines online learning, face to
face instruction, and other methods
•Allows simulations to be more
realistic
•Advantages
Increased learner control
More interaction
Brings learning into real life through
discussions
More effective
•Technology is used to stimulate the
senses of the trainee
•Use of audio interfaces, gloves that
provide sense of touch etc.
•Used in : Motorola

24. LATEST TECHNOLOGIES
USED
 Expert Systems
Technology
(usually users to
Multiple
 Groupware
software ) that
track, share, and
 Electronic Performance Support& Can provide, as
organizes Systems
organize
requested skills
Using
applies
 Interactive Voice Technology human a
information training,
and
conventional PC
Scanning experts on the
to work
information
 Imaging
knowledgeTrack information
to create a
documents, storing to
same document and
access,
 Training software applications related to training
specific
them electronically phone-response
simultaneously
expert advice
problems system
& retrieving them administration

25. FINALLY
AMA Enterprise identifies the following
trends that will have an impact on the
industry in 2013:
 Training executives are being pressed for
transparency
 Coaching programs will draw greater scrutiny
 Demand for basic skills training is expected to reemerge
 Globalization will shape more leadership programs
 Companies will turn to training to build employee
loyalty
 Workers will be more assertive about high-potential
programs
 Learning will continue to go mobile

26. REFERENCES
• Raymond A Noe, “Employee Training and
Development” McGraw-Hill
• P.L.Rao., “Enriching Human Capital through
Training and Development”, Excel Books
• Irwin L. Goldstein, “Training in Organizations”,
Cengage Learning
• http://www.akashgautam.com
• http://www.tlexprogram.com
• http://www.robinsharma.com