9. What should you keep in mind when conducting an Instructor-led training?
This method is one of the most popular methods as it allows personal interaction and flexibility. Here are some points to keep in mind while conducting an instructor-led training:
i.) Outline the lecture notes. Do not just read it.
ii.) To reinforce training objective plan your lecture.
iii.) Make sure you are using visual aids such as slides, flip charts, etc.
iv.) Encourage trainees to participate and take notes.
v.) Ask trainees to tell stories to illustrate their points and ask for feedback.
vi.) Combine your classroom instructor-led training with other methods such as workshops and role play to reinforce the point made in lecture.
10. What is the Addie model?
The Addie model is an instructional design model which helps the organization to organize and streamline the course content. It is simple and effective and has five stages of development process.
Addie is an acronym of 5 stages:
- Analysis
- Design
- Development
- Implementation
- Evaluation
Each stage is being done in the given manner giving a focused approach that provides feedback for continuous improvement.
11. What are the different types of training techniques?
The training industry has also gone through many technical advances. So you will see there are many new training methods in which the traditional format remains more viable.
i.)
Classroom or Instructor-led training: This is the most popular training technique. In this technique, you can use a blackboard or the whiteboard, storytelling, PowerPoint presentations, etc. It ensures everyone gets the same attention and is cost effective. But most of the time the effectiveness of the training depends on the lecturer.
ii.)
Interactive Methods: In this type of the training the trainers break the session in different types and involve the trainees in the session. This includes quizzes, case studies, role-playing, Questions and answers session, etc. This type of training is more fun and enjoyable which helps the trainer to provide in-session feedback on how the trainees are learning. At times these activities are time-consuming affair.
iii.)
Hands-On Training: Experiential or hands-on training offer many more effective training methods such as cross- training, demonstrations, coaching, apprenticeships, etc. This type of training is effective for training new procedures and new equipment.
iv.)
Computer-based training: This training is easy to use and more widespread. Computer-based training formats vary from text-only programs to highly sophisticated multimedia programs to virtual reality. This type of training method is mostly customized and is usually used for refresher training but in this case there is no interaction with the trainer.
v.)
Online or e-learning programs: With employees at a different location this training method is adopted for effective training. You use web-based training, video and audio training. They are good for self-directed learning.
12. How will you deal with an employee who feels he/she doesn’t need any training?
As a trainer, you need to identify the training needs of the employees to help them perform better. However, you will come across employees who would not be interested in the training sessions. That may be due to lack of motivation or trust or may be due to lack of support.
To answer this question you can say that: "First I would try to understand if the employees need the specific training. For example: If there is a spreadsheet training there will be one employee who has no knowledge at all and the other employee has done an advanced course in MS Excel so he won’t be interested. So it is very important to have the right person at the right place for training.
Also, having an attitude like, I am here to couch you will not be helpful. I would develop a relationship with them which starts with trust and transparency. I would ask questions to understand what motivates them and set clear objectives."
13. Tell me about a time when the training did not go as expected?
With this question the interviewer is interested in knowing what went wrong in the training session and how did you deal with it. They are interested in knowing what you learned from it.
You can say something like: "When I had just started, I had one training session where I had to use a PowerPoint presentation. I had checked the presentation thoroughly but did not see how it will work in the room where I was supposed to conduct the training.
I had to adjust it in the room with all the trainees present which was time consuming and it created a lot of distraction. Now I make it a point to make the necessary arrangements before the training and check if everything is working properly."
14. What is the training day checklist you follow?
To ensure everything goes well during the training day, here are a few things I check:
i.) Dress appropriately and arrive early to check last minute arrangement and get yourself mentally prepared for the training session.
ii.) Check that the seating arrangement is ideal for your training style.
iii.) Check audiovisual hardware and see if it is working properly.
iv.) Check electrical outlets and ensure they are safe.
v.) Check if the room temperature according to the number of attendees.
vi.) Make sure the lighting is proper. The blinds and shades are working properly.
vii.) Make sure you have everything you need.
15. How do you deal with a negative feedback?
A feedback negative or positive is very important for any trainer to know where he/she can improve and learn. It is a form of learning assessment tool and also helps to motivate to perform better.
To answer this question you can say: "Negative feedback is a little hurtful but I am always open to it as it allows me to learn. I do not take it as criticism but as an opportunity to improve."
