E-Training Session Planning, Transfer Plan, and Observation: A Guide

Training Session Planning Sheet 

Session Title: E-TRAINING Session Planning Worksheet 

Target Audience: Human Resource leadership Trainers 

Allotted Time : 2 Hours 

Rationale ( Merrill, 2013); 

Training sessions are a vital way to communicate within organizations. 

E-Training is taking over the old methods of classroom like training sessions and teaching methods. 

The full benefits of e-training can only be enjoyed if they are combined with a well thought out and elaborate presentation. 

The effectiveness of a training session can be enhanced by combining the advantages of elearning and active human interactions. 

Objectives 

Overall Objective: The aim of this programme is to change the learners mindset towards leadership training. 

Specific Objectives: 

At the end of this training session, one should be able to:

Create a model that accommodates all types of learners 

Describe the different types of training and facilitation skills 

Identify the types of training that tend to encourage participants engagement 

Create verifiable evaluation and feedback mechanisms 

Design a relevant and effective training session

List at least 5 leadership training styles that enhance effective E training

Activities: 

The trainer will explain different learning styles, learning outcomes and how to carry out an effective training session in combination of electronic support. 

Evaluation: 

In order to assess the effectiveness of the training session, a number of tools and technique will be employed as outlined below ( Merrill, 2013); 

Multiple choice written post test 

Ask participants questions during session and listen to answers 

Provide corrective and confirming feedback after listening 

Answer participant questions during session 

Participants asked to recall key points leant after every session. 

TRANSFER PLAN ( Horstman, 2016).
Learner: Patrick Hunter	Training Intervention: E-TRAINING	Date:24/01/2018
	Supervisor: Alexander Cartright	Trainer: Eva Favored
My Support Team/Network Co-worker(s): Anthony Stewart, Ann-Marie Lawrence
Specific Areas to Improve:   Relating learning outcomes to goals and on job tasks.  Divide the program into sections or modules to ensure that each is covered exhaustively.
Detailed Specific Actions in Sequence  Responsible person(s)  Resources  Date/Time*  Changes To Look For  Step 1. Created associations based on past experiences    Ann-Marie, relationship manager    immediate response services    4pm    Step 2. Use examples to create parallels from real life    Ann Marie    Skype    12pm    suggestions from the participants on how you approach situations  Step 3.  Chat groups of participants    Anthony    twitter or other social media platforms    anytime    improvement of job delivery tactics  Step 4.Refresher courses    Ann Marie    online, skype    when convenient    recall boosting  Step 5.follow up emails    Anthony    email addresses    10am    on job application  Step 6.create opportunity for practice    Alexander    virtual tours    2pm    effeciency of application  Step 7.          Step 8.          Step 9.          Step 10.          Step 11.          Problems to Overcome:   Outlining action plans that are related to transfer of learning outcomes

Commitment of Support Team/Network:
Signature of learner:	Date:
Signature of supervisor:	Signature of trainer:
Signatures of co-workers:

Trainer observation paper 

1) Did the trainer assess the prior knowledge, ability, and motivation of the participants at the beginning of the session? 

Yes. This was done through video conferencing sessions with the participants. This assisted the trainer to reconcile information and to choose training topics that were applicable to all. The trainer also identified gaps in previous training regimes and used this information in the formulation of objectives. 

Did the trainer tailor his/her training presentation to the learners? 

Yes. The presentation was made accordingto the needs of of the learners. This followed a successful needs assesment analysis. This was an integral tool for enhancing the quality and relevance of the training. 

2)Was the training session learner centered? 

Yes. The trainer programmed his sessions around the learners. He ensured that the learning process was simple, interesting and interactive so as to boost the retaining level of all. The trainer used words that were learner friendly and information was presented in a simplified and organised manner. 

What did the trainer do to engage the learners during the training session? 

The trainer asked the learners questions and used their answers to create relevant examples. He also had the learners do role playing activities to demonstrate the points they were learning. 

3)Did the trainer incorporate all parts of the 5 step training model presented in Telling Ain’t Training? 

Yes. The trainer began by expounding on his rationale and bringing the learners up your speed with the importance of the program. He then clearly outlined the learning and teaching objectives and gave them relevance in the workplace. He then carried out all the training activities that he had prepared then rewarded the deserving participants. Feedback was collected after the relevant verification and evaluation methods were applied. The session ended with the trainer wrapping up the program by emphasising the main points and correcting any misconceptions. 

4) What training methods and tools did the trainer use? 

The trainer used Power point presentations, comparison of training models and team building activities. He also incorporated charts and diagrams to eencourage participation and monitor student comprehension and progress. 

5)Did the trainer solicit feedback during the training session? 

Yes. Through asking questions and responding to participants queries. He also demonstrated techniques by pairing participants together and raising awareness on the issues. 

6) Did the trainer use techniques to assess whether or not the trainees were comprehending and retaining the material? 

Yes. Oral and written tests were administered 

7)Was declarative knowledge, procedural knowledge, or a combination of both the end goal of the training session? 

The training session incorporated a combination of procedural and declarative knowledge to attain the end goal. 

8) Did the trainer assess what the trainees had learned at the end of the training session? 

Yes. This was established by carrying out an individual written assessment tests that were administered . He also collected feedback from the participants through mulmultiple choice oral exams. Queries that were raised during the program also provided additional feedback. 

9) Did the trainer relate to how the trainees could use the content in the workplace? 

Yes. He gave real life examples of how the information could be channelled into usefulness. This was done by custom making the suggestions do that they could be relevant in each training setup. 

10) In your opinion, was the trainer effective? Why or why not? 

The trainer was effective because the learners were each able to recite a point which they could apply in their workplace. There was also an accelerated amount of interaction which showed that the participants had taken in alot of information. 

11) What would you have done differently if you were conducting this training session? 

I would have placed more emphasis on the action plan and highlighted the additional options available to the learner. This include major technological advances that have directly or indirectly influenced the communication sector. This would have been a good closing point. 

References 

Horstman, M. (2016). The effective manager . 

Merrill, M. D. (2013). First principles of instruction: Assessing and designing effective, efficient, and engaging instruction . San Francisco, CA: Pfeiffer.