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Currently Trending in the Training Industry

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In our daily lives, we come across a lot of things which we don’t pay heed to; however, they are sometimes capable of bringing in a huge impact on our present as well as future. I gave a thought to it after personally experiencing a few services from a few companies recently. The  first example  is that of the  eCommerce  industry. I ordered a book online. As soon as, I ordered, I received a message and was informed to track my order. I followed the instruction. My order got dispatched and then shipped. The delivery boy came home and as soon as I paid him the amount and signed on his phone, I got a message saying the item is delivered to me. The  second example  I would site is of a cab I booked. As soon as I booked a cab, I got a message with the number of the driver. Immediately the driver called me and informed me about his location at that time and the duration he would take to reach the spot I was at. He asked me for the pin I received on my phone and entered the same pin
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Personal Experience: Learning through Teaching

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Objective: To acknowledge the art of retention of learning through teaching As we know learners have been categorized under visual, auditory, kinesthetic, etc. Visual being those who learn faster when they see the matter in the form of a graphic, picture, video or play. Auditory being those who learn by listening to the content through a lecture or any other way. Kinesthetic are the ones who learn well when they are engaged in physical activities. Not to forget the one type of learners to which most of us were forced to belong to - Reading/Writing. From my personal experience, none of the above type of learning appealed to me. That doesn't mean I never learnt anything or I failed to retain whatever I learnt. I was one of those students who always get a chance to teach their peers or juniors. Those days many-a-times my teachers would ask me to show the class how a sum can be solved. My friends would approach me for explanations of some or other concepts. I might have forgott
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When is Learning Most Effective?

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Caution: This is an opinion-based article. Like a fish who cannot see the entire water body it is living in, I feel I sometimes become ignorant of the larger aspect of my role in the training cycle. We sometimes are so lost in developing small pieces of deliverables that the entire purpose of the training remains unconsidered. Hence, I thought of distancing myself from what I have learned as an Instructional Designer, focusing my mind on recollecting how I learned the first complex skill in my life. I believe it's the first complex skill for everyone . Can you guess what it is? It’s our mother tongue. The language spoken in our native places. I bet nobody remembers how they learned it. Though I started learning English in the fourth standard, it was only when I was in the university, I could start speaking. So, how come I learned one language in the first three years of my life and took two decades to learn one more language. I never learned the grammar to speak my mother tong
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Different Instructional Design Models and Their Uses

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Different educationalists have come up with their models for creating a training program, assessing the training outcome, or managing the development cycle. Some companies use them individually and some use a combination of models that suit their approach. Here I am providing a list of models used or considered in a training content development process. ADDIE Model ADDIE stands for:  A nalysis D esign D evelopment   I mplementation E valuation Usage : This is a basic model useful for product development cycle. It marks the beginning and end of a course or curriculum. Backward Design model T his model has three stages:   Desired results   Assessment Evidence   Learning Plan Usage : T his model is useful for creating learning plans and curriculum.      Dick and Carey’s Model This model has nine stages. Usage : This model is used for designing individual courses. 4C/ID-model This model has four components.  Learning Tasks   Supportive I
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Difference Between Pedagogy and Andragogy

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Objective: To highlight the key differences between Pedagogy and Andragogy Reading Duration: 2 minutes Etymologically, the two words can be read as:  Pedagogy : Paidi (child) + ago (guide) Andragogy : Andras (man) + ago (guide) Pedagogy (teaching children) is in many ways very much different from Andragogy (teaching adults). To understand the difference, we can use a simple analogy. How different is it to fill an empty container versus to replace the content of a container that is already full of different articles?  Swami Vivekanand once said, "Education is the manifestation of the divine perfection already existing in man." And Aristotle said, "Education is the process of creating a sound mind in the sound body." If I don't lean towards philosophy, Swami Vivekanand's definition seems to be more about Andragogy whereas Aristotle's definition has more to do with Pedagogy. But of course, this is my personal view.  Image courtesy:
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The Start and The End

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Objective: To provide an overview of the beginning and end of a training program Reading duration: 2 minutes We have a general thinking in our society: "Education begins in the cradle and ends with death." While it cannot be denied, "training" has a different connotation altogether. Education or learning is a lifelong process whereas every piece of training is organized with one or few objectives to be accomplished.  The training we are talking about are the ones that are organized by the businesses with an aim to up-skill their workforce.  The start of the training development program is triggered by various factors. Following are some of the examples: Business is not happy with the productivity of a process. It wants to achieve higher level of productivity to make the process profitable. Business wants to up-skill the workforce with new technology or processes to stay relevant in the market. A new system or process has been introduc
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