3.1.Training Design

8/8/2019 3.1.Training Design

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UNIT III

Design and organizing

Training programs


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Training ObjectivesTraining Objectives

Employees learn best when they understandthe objective of the training program.

The objectiveobjective refers to to the purpose and

expected outcome of training activities.

Training objectives based on the training needsanalysis help employees understand why they

need the training. Objectives are useful for identifying the types

of training outcomes that should be measuredto evaluate a training programs effectiveness.


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A training objective has three components:A training objective has three components:

A statement of what the employee is

expected to do (performance or outcome).

A statement of the quality or level ofperformance that is acceptable (criterion).

A statement of the conditions under which

the trainee is expected to perform thedesired outcome (conditions).


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Training administration involves:Training administration involves:

Communicating courses and programs toemployees

Enrolling employees in courses and programs

Preparing and processing any pre-trainingmaterials such as readings or tests

Preparing materials that will be used ininstruction

Arranging for the training facility and room

Testing equipment that will be used ininstruction


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Training administration involves:Training administration involves:(continued)(continued)

Having backup equipment when equipment

fail

Providing support during instruction Distributing evaluation materials

Facilitating communications between trainer

and trainees during and after training

Recording course completion in the

trainees records or personnel files


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How Trainers Can Make the Training Site andHow Trainers Can Make the Training Site andInstruction Conducive to Learning:Instruction Conducive to Learning:

Creating a

Learning SettingPreparation

Classroom

Management

Engaging Trainees

Managing Group

Dynamics


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Program DesignProgram Design


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Eight steps for effective trainingEight steps for effective training

programsprogramsStep 1:

Define purpose of training and target

audience Be clear about what your training needs

hope to accomplish; prioritize

Be clear who your target audience will be.


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Step 2: Determine Participants needs

The more accurately you know the needs of yourparticipants the better your training design will be. Find outtheir needs and expectation by:

Get participants to complete a brief, written survey

Survey a random sample of participants

Ask them:

- current roles and responsibilities

- previous training on this topic

- reasons for attendance- specific needs and expectation of event

Review past evaluation and feedback forms

Collect information early and use it to design your training


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Step 3: Define training objectives

Clearly defined objective provide criteria for:

Clarifying expect outcomes

Outlining training content

Planning specific training activitiesSelecting/developing material

Designing evaluation procedures

Communicating program intent to participants & others

Ensuring training is realistic and appropriate

Develop overall and segment (lesson) objectivePresent them to participants at start of each segment.


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Step 4: Outline training content

Trainings gives 3 components: an introduction; alearning component and a wrap-up and evaluationcomponent.

Introduction: Establish a positive learning

environment; stimulate interest; reduce anxiety andbuild bonds. Include some content into introductoryactivities

Learning component: Concepts and ideas taught andexplored; skills demonstrated, practiced and discussed.

Wrap-up and evaluation component: Here pull it alltogether. Highlight essential learnings; summarizecentral concepts and themes; describe next steps. Openup for questions, concerns, feedback.


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Step 6: Prepare the written training design

Write a detailed plan of the training session,including goals and objectives; the sequence ofspecific learning activities and time allotted to

each; directions and key points to cover foreach activity, and the trainer who will beresponsible for the activity.

C

onsider the skill, expertise, training style, andcomfort level of each trainer and who will leaddifferent sections.


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Step 7: Prepare participant evaluation form

Evaluation determines if the training has achieved itsobjectives and to identify what needs to be improved.

The evaluation form should ask the following:

Did participants acquire the skills and knowledgethey were supposed to?

Were the trainers competent?

Were the activities interesting and effective?

Was the training format appropriate? Was the training on this topic adequate?


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Good techniques/practices for trainingGood techniques/practices for training

Relax and energize participants and facilitate namelearning; use an ice-breaker

Ensure everyone knows aims and objectives of workshop

Get a sense of participants level of knowledge and

expectations Agree to rules of workshop: mutual respect; one

speaker at a time; no mobile phones; punctuality, etc.

Use a variety of communication methods and visual aids

Start everyday with a recap of the previous day

Always build in an evaluation of the training for futureimprovements

Documents

3.1.Training Design