Lecture and Training
One of the most convincing evidences of how effective lecture method is in training and delivery of content lies on the belief of people as expressed in their opinions. My experience is that I find it highly noteworthy that lectures are especially used in teaching the most quantitative and systematic sciences, and for intensive professional training courses such as medicine, engineering and law (DeSimone & Werner, 2011). Lectures are a focus of teaching in exactly the situations where transmission of knowledge is most vital, and in subjects where learning is most easily and validly measurable (DeSimone & Werner, 2011). My opinion is that lecture is an effective method of delivering content and knowledge by exposing learners to readily available materials; it precisely helps instructors to determine the aims and objectives of the lesson. Experts have affirmed that this method has the ability to complement and provide clarification of text materials and facilitates large class communication.
Several things can be done to ensure that a lecture is effective; first, the instructor should structure the lecture carefully by providing a framework that will integrate students into the new knowledge. Second, the instructor should use signposts to provide the learners with clear signals to help in appreciating knowledge direction and links to make it clear for the learners to distinguish between past, present and future lectures. According to my opinion, instructors to deliver lectures should state their intentions at the beginning of the session to help learners grasp what to expect. It has been proven that effective lectures provide outlines at the beginning and provides summarized points at the end of the session (Wilson, 2006). To ensure that a lecture session is effective, instructors should help students take good notes while giving them opportunities to compare notes from other students. Lastly, the instructor conducting the lecture should demand the attention of learners after some time intervals to ensure attention.
References
DeSimone, R. L., & Werner, J. M. (2011). Human resource development. Mason, OH: South-
Western.
Wilson, J. P. (2006). Human resource development: Learning & training for individuals &
organizations. London: Kogan Page.