3 Responses

1. All your questions depend on

   All your questions depend on a number of factors including budget, timescales, content, purpose of the training, population size etc. Until these are known it would be difficult to answer. 

    

   If you are delivering a product update to a large population then an elearning package could be suitable, it would provide key information and ask learners to input answers to test their knowledge. If you are doing something along cultural change then something face to face would be more impactful.  

    

   All these factors should be included as part of any TNA that is undertaken and recommendations are then presented to the stakeholders for them to agree on which approach they wish to take. As a Trainer you can provide them with recommendations based on past experience or by your findings, such as asking the learners what method of deliver would best suit their needs.

    

   Without knowing more information or context it will be difficult in answering your questions. 

    

2. Training Delivery Method

   I agree with Scott, it depends on a lot of factors and an off the shelf answer is very difficult without all of the facts

   It is however your overall responsibility as the trainer to trigger the learning process by meeting the learning styles of your audience.

   If you are not privy to the sort of information Scott mentions, then you have to make sure your sessions cover all aspects of learning styles – Audio, Visual & Kinesthetic, that way everyone will engage with the learning process at some point throughout your delivery

3. Possible answers

   1. Who is responsible for choosing the training method used to deliver training?

   2. How could the training be delivered to meet the individual needs of the trainee

   3. Will the identification of training needs help or hinder the evaluation of training

    

   Answers:

   1. Whoever is ultimately tasked with defining the scope and TNA, perhaps with knowledge of Blended Learning, in order to identify the right mix/approach. Usually someone experienced.senior in L&D, in close consultation with the line manager responsible for the team that needs training. Critical to gain formal sign off by the line on the what, how, when where etc. otherwise you leave yourself open to undue criticism when they turn around and say "that isn't what we wanted/expected!"

   2. Pre-course consultation, as above. All training should be delivered with the learner in mind, but the reality is a scatter gun approach as most companies can't afford to run numerous same, but different , programmes to accommodate differing learning preferences. That's just real world reality.

   3. Not sure what the issue is here, but TNA is crucial to any learning intervention, as is evaluating its success. I would suggest it would therefore help.