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REPORT ASSIGNMENT 3_WAN NUR IDRINA_206780 Flipbook PDF
DCE3113-TRAINING DESIGN AND METHODOLOGY
HOW TO DEVELOP A POSITIVE ATTITUDE DURING WORKING
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SEMESTER 2 - 2020/2021
HOW TO DEVELOP A POSITIVE ATTITUDE DURING WORKING Training Program
PREPARED BY:
WAN NUR IDRINA BINTI WAN AZIZI (206780) APPROVED BY:
DR. MOHD MURSYID ARSHAD
Contents 1
Introduction
2
Description Of Training Program
3
Training Objectives
4
Structure of Training Program
5
Training and Methodolgy
6
Training Evaluation
7
Conclusion
8
Attachment I
1.0 INTRODUCTION Your attitude at work can impact your career as well as your general outlook in life ! However, first of all, what is a positive attitude? Before we go further with positive attitude, I will talk about attitude first. Attitude is a mental position relative to a way of thinking or being which, we can say a learning toward that which you believe. Therefore, a positive attitude is the inclination to generally be in optimistic and hopeful state of mind.
What
about
during
working?
Is
it
important?
Having
a
positive
attitude
in
the
workplace won't necessarily make you do better at your tasks and job, but it will improve the way people view you as a person, so they may be more inclined to help you succeed and cheer you on as well as increase your performance's impression. In general, positive thinking is as simple as smiling with positivity in mind, and it's not just that, the way you talk also shows the positivity. Exuding positivity can be infectious and, over time, can influence your co-workers.
How does positive attitude helps during working? Positive attitudes can make the work environment happy and a joy to be in. Actually, attitude of the employees is really important in order to achieve success in workplace. Attitudes either move the needle forward or keep it still. A positive attitude also helps everyone to try new things, feeling brave about brainstorming new ideas, and makes people feel excited to go to work with their co-workers.
Either in workplace or a usual day in life, positive people radiate differently, just by walking in a room with their energy, it changes the world and people around them. So, how to avoid negativity in workplace? Understanding what makes for a negative attitude at work can help you work toward promoting and practicing a positive attitude. At the end of the day, preaching positivity is easy. Putting it into practice and being genuine about it is more difficult.
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2.0 DESCRIPTION OF TRAINING PROGRAM Training Program -- How To Develop A Positive Attitude During Working.
Date -- 27th June 2021
Time -- 3pm-4pm
Platform -- Microsoft Teams
Trainer -- Wan Nur Idrina Binti Wan Azizi
Number Of Participants --
-- 4 participants
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2.1 Purpose of Training Program The purpose of this training program is for surely to enlighten the future
employees
during
working.
improve
our
regarding
Positive
professional
the
attitude life
in
values
positive
is
a
powerful
a
variety
of
attitude act ways.
holds
that
can
Thinking
positively at work also help you stay motivated and work better with others. Therefore, I believe that this training helps them more than the participants think. This is because not everyone has realize the importance of positive attitude especially when they become new employees.
2.2 Target Audience
This training program especially targeted towards students who is ready to grasp in a working environment, for instance, high school graduate students, university students or college students. The participants can be around 15-30 years old. This training can help them gain an experience a little bit about working life from the trainer.
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2.3 Training Need Analysis Training Needs Analysis (TNA) is the process in which I gave the participants
in
order
to
help
me
identify
their
training
and
development needs so that, in the future, when they are working, they can do their job effectively. It involves a complete analysis of training needs required at various levels of the organisation.
Training
Needs
Analysis
(TNA)
for
my
training
was given to the participants through WhatsApp before the training program held.
THE RESULT !
Participants' Level Of Skills
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Level Of Importance For Skills
Main Training Needed
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3.0 TRAINING OBJECTVES Training or learning objectives are the intended measurable outcome that your learners will achieve once they’ve finished a course. They should detail the information that will be acquired and what learners will be able to accomplish through learning this information. Importantly, training objectives should be concise, focused statements that break down what each course will accomplish and how they will help reach the business’s overall end goal of training.
1 / Objective To develop a competent worker in mastering positive attitude skills on improving oneself to the participants in a month.
2 / Objective To boost participants' in applying positive attitude by understanding the power through positive attitude in the group participants in 2 months.
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4.0 STRUCTURE OF TRAINING PROGRAM Training Component
Ice-Breaking Session
Lecture
Games
Training Evaluation
Questions & Answer
Ice-Breaking Session An
ice-breaking
session
is
a
game
or
activity
aimed
to
welcome
all
participants and warm up the conversation among participants. Individuals must be able to interact readily with one another and with the trainer in order to break the ice. When communication and participant comfort are critical, ice-breaking are especially beneficial. They help to ensure that all participants are
treated
fairly
and
that
they
are
completely
engaged
in
the
training
session. These acts aid in breaking down the obstacles that exist in the training session situation. In this training program, ice-breaking was done before the trainer start the lecture session.
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Lecture It is clear that lecture session is the main period in this training program. It is a direct method of training that entails the trainer giving the participants a verbal presentation of material and in this case, the trainer used slides in Canva which fills with the training contents. The trainer especially organises the information and presents it to the participants in the style of a lecture. This
strategy
can
be
made
effective
by
encouraging
and
generating
enthusiasm among the participants. The trainer brief a little bit about the day
agenda
and
starts
with
the
definition
of
positive
attitude,
how
to
develop positive attitude during working and lastly, why a positive attitude during working is needed.
Games In the middle of training program, the trainer also nclude activities that are stimulating. This shows that the trainer does not limit herself to a half-hour of conversation. the trainer comprises activities that allow participants to put what they've learned into practise, which is using Kahoot application. The trainer specifically added questions that relates to the training and ather question to put in a fun vibe. Participants are able to remember significantly more of what they do than what they see or listen.
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Questions & Answer The trainer asked questions from time to time and summarise the main pont. The trainer did not just read the lecture notes while speaking. Before move on to different subtopic, offer participants the opportunity to digest what they have learnt so far with asking questions, and clarify anything they're not sure about. Most importantly, the participants are allowed to ask in any languages that the trainer knows, for example; Bahasa Melayu or English. It is crucial to let the participants be comfortable asking
therefore they can
speak more freely.
Training Evaluation Forms Before the training ends, the participants are given an evaluation form to filled through Google Forms. The participants were given the link to the forms at the end of training session. The trainer utilise training evaluation forms to get feedback from participants. It is utilised to pinpoint skill gaps and issues in order to improve training programs in the future and the overall experience they deliver. Except for getting insight into earlier or existing activities,
useful
feedback
usually
allows
introspection
and
aids
in
the
identification of future change.
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5.0 TRAINING AND METHODOLOGY LECTURE This training method is one of the main methods that the trainer used. The lecture's topic is logical and appropriate for the participants according to the TNA. In this training program, the trainer is a competent HR officer, therefore, when the speaker is a well-known specialist in the topic so the participants has gathered to hear what he or she has to say. When the trainer speaks to the participants to deliver information, with or without the use of visual aids. In a way, this training method requires visuals to be effective. The trainer is more active than students, but the trainer still asks questions to keep the participants
focused.
It
saves
time
while
also
covering
the
subtopics.
It
is
the
most
straightforward way for trainer and does not necessitate any special arrangements. Other than that, provides participants with listening skills training. It allows for a better understanding of the topics and a greater emphasis on important ideas. Lecture method also makes a personal connection and touch with the participants in order to impress or influence them.
GAMES
Games method is not only makes learning more fun, but it's also designed to get participants ready for answer in less time. Interactive games uses active learning to help participants learn more and faster. This strategy compels users to stay actively engaged with topic information by turning
passive
content
into
interactive
games.
More
importantly,
participants
cannot
fall
asleep or zone out in case they missed the questions. For some fact, our capacity to remember things
we
hear
is
much
weaker
than
our
ability
to
remember
things
we
feel
and
touch.
Encouraging active involvement with training materials rather than passive engagement helps knowledge to be encoded more efficiently. In two ways, games facilitates learning application. The first is interleaved practise, a study strategy that blends themes and facilitates knowledge application by allowing participants to more easily compare different sorts of problems.”
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Q&A
Questions and answers are especially ideal for prolonged training program. Questions from the trainer are usually asked after learners have absorbed the majority of knowledge relating to the themes, near the end of a training conference. When an expert with superior knowledge or authority is accessible, his replies are unquestionable. Participants will be able to interact directly with an expert or authoritative figure who might otherwise be unavailable. Above the habit-skill level, the question is the key to all educative activity. Its strategy focuses on achieving cognitive goals and bringing knowledge to conscious awareness. Verbal interaction in the classroom is also encouraged. This q&a method is very suitable to lecture method that the trainer mainly used for this training program.
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6.0 TRAINING EVALUATION The systematic process of determining whether training programmes and initiatives are effective and efficient is known as training evaluation. Training assessment is used by trainers and human resource professionals to determine if employee training programmes are aligned with and achieve the company's goals and objectives.
RESULTS !
Were the objectives clearly clarified?
YES NO
YES 100%
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Are you satisfied with the program?
YES NO
YES 100%
Do you consider this training helpful for your future?
YES NO
YES 100%
How satisfied were you with the trainer?
YES NO
YES 100%
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What do you think could improve for this training program?
1 2 3 4
LILY SOFEA BINTI SAMSUDDIN More activity or game between participant
NURUL BATRISYIA BINTI MOHD SAMSUL Confidence
NUR JHAWAHEER BINTI JAMAL ABDUL NASIR Add more useful content and activity
FATIN HANI BINTI MAZLAN Add another game!
Overall feedback for this training program.
1 2 3 4
LILY SOFEA BINTI SAMSUDDIN The program running smoothly
NURUL BATRISYIA BINTI MOHD SAMSUL Really great
NUR JHAWAHEER BINTI JAMAL ABDUL NASIR Excellent
FATIN HANI BINTI MAZLAN Good, absolutely nice for someone that love to procrastinate because important to feel positive when doing our work because the work done naturally
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Fillings.
Would you recommend this training program to your peers?
YES NO
YES 100%
Would you join this training program again?
YES NO
YES 100%
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7.0 CONCLUSION In In conclusion, conclusion, the the objectives objectives of of this this training training program program are are reached. reached. The The topic topic of of this this training training program program is is very very crucial crucial for for the the participants participants when when they they have have gone gone to to work work in in next next few few years. years. Therefore, Therefore, II thought thought of of this this as as an an opportunity opportunity to to teach teach other other while while learning learning about about the the topic topic itself. itself. It It takes takes more more than than a a smile smile at at work work to to have have a a positive positive attitude. attitude. It It has has a a direct direct impact impact on on our our entire entire health. health. Especially, Especially, stress stress is is always always developed developed when when working working and and it it can can be be harmful harmful to to our our health, health, especially especially if if we we are are exposed exposed to to it it on on a a regular regular basis. basis. Health Health and and immune immune system system may may begin begin to to deteriorate deteriorate as as a a result result of of these these regular regular pressures. pressures. Put Put a a stop stop to to it it before before it it starts starts by by developing developing a a positive positive attitude. attitude.
Through Through this this training training program, program, II
believe believe that that the the
training training
evaluation evaluation
followed followed
is is 'The 'The Kirkpatrick Kirkpatrick Model'. Model'. The The model model is is perhaps perhaps the the most most well-known well-known model model for for examining examining and and evaluating evaluating training training programs programs outcomes. outcomes. It It uses uses four four levels levels of of criteria criteria to to measure measure aptitude, aptitude, taking taking into into consideration consideration any any type type of of training, training, whether whether informal informal and and formal. formal. In In level level 11 (Reaction), (Reaction),
forms forms were were given given to to evaluate evaluate the the response response from from participants, participants, in in
specifically, specifically, how how they they felt felt about about this this training training program. program. In In level level 2 2 (Learning), (Learning), II tested tested how how well well of of my my participants participants received received the the contents contents through through Kahoot Kahoot questions. questions. In In level level 3 3 (Behaviour) (Behaviour) which which is is assessing assessing how how my my training training program program has has changed changed the the participants' participants' behaviour behaviour and and how how they're they're utilising utilising their their new new skills skills in in the the workplace. workplace. This This action action will will be be done done after after the the training training programs programs finished finished which which is is asking asking for for updates updates directly directly from from the the participants. participants. And And for for the the last last level level for for this this model, model, which which is is level level 4 4 (Results), (Results), determining determining the the commercial commercial impact impact of of my my training training program program and and calculating calculating the the return return on on investment investment for for your your training training program. program. this this can can be be seen seen and and known known after after more more detailed detailed observations observations to to be be done done right right after after the the training training program program finished. finished.
To To wrap wrap up, up, II was was anxiously anxiously prepared prepared for for this this training training program program with with a a lot lot on on my my mind, mind, but but looking looking at at the the participants participants determination, determination, it it felt felt like like it it was was all all worth worth it. it. The The training training program program was was going going smoothly, smoothly, II felt felt especially especially thankful thankful for for the the participants participants for for joining joining in in my my training training program. program. For For my my part part as as a a student, student, with with the the
feedbacks feedbacks from from
participants, participants, II am am able able to to know know my my weaknesses weaknesses and and improvements improvements to to do do in in the the future. future. There There are are a a lot lot of of new new things things II learnt learnt while while doing doing this this specific specific assessment assessment and and II will will take take this this as as an an experience experience that that is is hard hard to to get. get. Thank Thank you. you.
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8.0 ATTACHMENT 8.1
PRESENTATION SLIDE
https://www.canva.com/design/DAEiL0NJUqc/K0XcWrsAsY0YI5k RET1y-A/view? utm_content=DAEiL0NJUqc&utm_campaign=designshare&utm_me dium=link&utm_source=sharebutton
8.2
TNA FORM
https://forms.gle/iCexoEqWno9jCTUUA
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8.3
PHOTO SESSION
FATIN HANI BINTI MAZLAN
NURUL BATRISYIA BINTI MOHD SAMSUL
8.4
LILY SOFEA BINTI SAMSUDDIN
NUR JHAWAHEER BINTI JAMAL ABDUL NASIR
EVALUATION FORM
https://forms.gle/HSniGcd4d6f3acJX7
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8.5
VIDEO OF TRAINING PROGRAM
https://youtu.be/6UtBH0RZLa4
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