Developing Learning & Development Activities Essay

fosterage PlanThe purpose of my fostering posing was to equip delegates with the right skills and intimacy to understand the changes railroad car- enrollment brings and what they need to communicate to their employees. Prior to my knowledge school term I emailed the learners to flock their existing familiarity on gondola enrolment. There was a mix in responses with a meet of people saying their knowledge was around 3 on a scale of 1 to 10, a few sitting on the fence who ease up an awareness of auto enrolment provided did not know all(prenominal)(prenominal) the legalities, and a couple whos companies had already gone through the process. From this feedback I decided to exsert the basic principle of the auto enrolment process, as trying to aim my upbringing posing at those with an existing knowledge would therefore make it enigmatical and above those with less knowledge. My view is that even if you know what youre doing, it neer hurts to go back over the rudiment s to ensure youve not mazed anything so that was what I aimed to do with my training session.The principles of adult accomplishment involve acquiring the learners involved in the planning and evaluation of the training and devising sure they understand the reason for learning something. I belief these principles were reflected in my training session by communicating with them preceding to the session to gage their knowledge this meant they knew what to expect and by giving their feedback it helped to mould what level the session would be aimed at.The main resource available for the session was the whiteboard. I apply this as the foundation of my training session by creating a PowerPoint institution to use as a visual aid and form the floor of the session.I used both forms of assessment methods within my session for a formative assessment I created a test on the categories of employees. I went through the theory and the facts first consequently tested what they had understo od by putting the theory into pull. By the end of the quiz all learners were getting the movements right and ensured me they had a clear understanding on the different categories. As a summative assessment I asked them to what extent they thought the training session had given them a better understanding of the pension changes on my feedback form. Comparing this to their knowledge rating from my email prior to the session, I tin can evaluate that everyone has benefited from the session as scores were either 4 or 5 on a scale of 1 to 5.Structure and ageTrying to cover the basics of auto enrolment in 30 minutes was certainly a challenge, so I tried to mental synthesis my activities to ensure we moved through the various activities cursorily whilst ensuring they were still all effective. Firstly I welcomed the group and created rapport (by tempting them with chocolate), then spent a couple of minutes explaining the learning exposecomes of the session. The first blow up of m y teaching was to explain the four different categories as this is the foundation of auto enrolment. I covered the theory first with the PowerPoint acting as a visual aid then put the knowledge learnt into practice. I firm believe Confucius was correct when he said I hear and I forget, I see and I remember and I do and I understand. My learners heard the theory, they saw the different categories on the chart and could believably remember the names, unless when I tested their knowledge in the adventure it was the doing that ensured they remembered the different categories.Individual and Environmental FactorsWhen planning my training session a factor that influenced it was my own knowledge of auto enrolment. Like others I taught, I had already gone through the process at work so had learnt the basic principles, however at my piece of work we split the process out to make it easier. My role at work was the communication side, whilst the payroll managing director was responsible fo r do sure all eligible employees were enrolled. In elusion my learners asked questions I did more than(prenominal) research into auto enrolment to ensure that I had sound knowledge. To create the legal requirements in communications I similarly researched other companys communications to get a expression of outflank practice. By doing this I ensured I was confident in what I was teaching and was not afraid to allow questions from learners.Another mortal factor was to adapt my teaching style to suit adult learners. preparation does not fall within my remit at work, and the only come across I have of leading sessions is through Girls Brigade. Whilst I have go to many training sessions these have all covered the methods of engaging children quite an than adults. My initial thought for my training session was to create a box seats feisty for learning about the categories of employees and getting people up moving around the room. However I tried to put myself in my lea rners shoes and think what I would feel snug doing, and instead realised that running around the room and standing in the right corner is what children prefer doing. Therefore I adapted my game to be done with flashcards to ensure there was still an element of caper in my training session but I wasnt making anyone feel uncomfortable.An external factor that influenced my session was the time limit. This affected all my preparation and planning as I was constantly thinking of ship direction to make things shorter so I could ensure I covered everything thoroughly. Had I had more time to play with I could have covered the basics in much more details but instead I decided to try and wet the appetite of the learners, then give them instruction manual of where to find out more. The layout of the room could have been changed (with some difficulty) but prior to the session I decided that leaving it in the horseshoe layout was the best option. This ensured everyone had a good view of the PowerPoint and during the quiz I was able to quickly glance around the group to ensure everyone had the correct answer. This was also other factor of why I decided to change the quiz to flashcards from the corners as the tables would have proved difficult to move to ensure there was seemly room for everyone to move around safely.Positive learning environmentIn my training session I ensured I created a positive learning environment by creating rapport with the learners at the solution of the session. I feel this is the key to a good training session as unless youve conventional a relationship with the trainer, learners are unlikely to speak up when they do not understand something or if theres an issue. Another way of ensuring there was a positive atmosphere was making sure I had thought over the principles of adult learning before deciding on the elements of my session, as had these been aimed at children instead of adults I could have easily make my learners feel uncomfortab le and therefore not engaged in the training session.Feedback from learnersAll of the feedback I received from my learners was positive. As mentioned previously, all of them said they had a better understanding of the pension changes because of my training session. There was mixed responses from the question how likely are you to apply the knowledge learnt today in your workplace, but those who have scored lower on this question left a comment explaining that its because it doesnt fall within their remit at work. When asked what was the part of the training they enjoyed the most, all of the learners said either the quiz or the legal requirements.These were the two learner activities in my training session which shows that the activities that got the learners doing something practical was the best way of learning. When asked for improvements to the session, the only comments I received were more time and the handout at the beginning would have been useful but I understand why this w as not done. As I had included the quiz answers on the presentation I made the stopping point to not give the handout until the hand, otherwise it would not have been as effective. On reflection, I could have omitted those slides from the handout so they could have had it from the beginning to make notes from if they wished.Effectiveness of the activityMy own perception of the training session was that it was a good mix of activities and tutor input. My past experience is that scarce listening to a trainer for 30 minutes is ineffective as after around 10 minutes most adults switch off, especially if it is something they are not 100% interested in. I put this into practice in my session as I know myself that auto enrolment is not the most interesting subject, so had I stood and talked to the learners for 30 minutes most of them would have been asleep However, by asking for participation and exemplar them about that up front meant that they stayed engaged throughout the sessi on.Recommendations for the futureWere I to use this training session again in the future I would extend it to an hours session to allow more time for questions and answers and to expand more on key points. Although I felt I covered the basics in a short space of time quite well, I could have emphasised more on the anomalies, like temporary and zipper hour contract employees. I quickly glossed over the subject but would have liked to spend the time discussing it in more foresight with the learners. As mentioned earlier, my other change would be to adapt the handout so it was suitable to give out at the beginning of the session. This would allow the learners to have something to make notes on and move through at their own pace. As they make their own notes, it does often open the time up for more questions from learners meaning you can meet their needs more thoroughly.