Keep sessions to a relatively short period of time, keep them simple and break a session up into manageable small segments. Dont use long words or jargon. Move from the known to the unknown and always keep the participants fully aware of the direction and progress of their learning . Ensure that participants get things right the first time you ask them to do something. When training is completed it is essential to determine to what extent the objectives of the training program have been completed.
Training is incomplete without evaluation.
The training program developed included in-house classroom training and skill demonstrations, individual coaching, computer tutorials, and, in some cases, attendance at courses and workshops on campus. Emphasis was placed on creating staff motivation and interest, on being flexible and on adapting to individual needs. For many, learning new skills provided stimulation and enrichment. For some, their fears of learning and of using computers evaporated. The library manager or supervisor is the person who knows best what is needed and who is potentially the most effective trainer.