*DEVELOPING THE SCRIPTTHE OUTLINE

*THE SCRIPT The script refer to the content of training. The script must have :

1.Well-developed content, designed specially for the audience2.A performance that threads activities, creativity and a leaner-centered approach3.Well-thought-out , well-organized creative participant materials 4.A way to measure effectiveness

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SCRIPT SHOULD INCLUDE

GoalsMeasurable learning objectivesStandard performance expected from your audience that support learning objectivesSpecific directions on how to deliver or perform the scriptTools used to measure success.

*SCRIPT DEVELOPMENT Determining the content of the performance (Chapter 5 what materials to cover)Creating elements of the performance(Chapter 6 deciding how to present the information)Developing the props (Chapter 7 creating your workbooks and visuals materials)

*DEVELOPING THE OUTLINE Brainstorm contentOrganize content, set goals and create measurable learning objectivesDevelop the content outlineWrite training scheduleReview different training methods

*DEVELOPING THE OUTLINE BRAINSTORMING STORYBOARDINGMIND MAPPING

*BRAINSTORMING Resources to help identify content : Needs analysisStandards of performance on the jobTraining goals and objectivesAny research you conducted in developing your storylineContent experts, supervisors or managers or other trainersResearch on what other companies are doing in this area.

*CREATIVE BRAINSTORMING TECHNIQUESWriting down every idea (even the bad ones)Storyboarding

Creative mind mapping

*ORGANIZING YOUR INFORMATION Group similar items together .Break down keys points that have too much information into separate points.Prioritize the data in order of importance (should be referred to the business).

*An example.. Develop the content Turnover training seminar Recruiting Hiring the right employeeTools for recruitingAces in placesRecruitment strategiesBehavioral interviewing processAsking the right questions.

*REVIEW TRAINING OBJECTIVES GOALS AND OBJECTIVES Goal setting : What do I want to achieve?refer to goal statement periodically throughout script writing. Learning Objectives : objectives show us how to reach goals. Objectives must be SMART

*MEASURABLE LANGUAGE Sources : Bloom B.S. (Ed.) (1956): Taxonomy of Educational Objectives.

When measuring Use statement beginning with : Knowledge Define, describe, identify, name, outline, recognize, reproduce or stateComprehension Convert, defend, estimate, explain, generalize, interpret, paraphrase, predict, summarize, or translateApplication Apply, compute, construct, demonstrate, manipulate, modify, prepare, produce and solveAnalysisAnalyze, break down, compare, contrast. Diagram, differentiate, discriminate, distinguish, identify, illustrate or separateSynthesis Categorize, combine, devise, design, generate, plan, rearrange, reorganize, revise, rewrite, or summarizeEvaluation (Judgment)Appraise, compare, conclude, contrast, create, criticize, evaluate, explain, interpret or justify

*CREATING AN OUTLINE List a major categories first and list key concepts under each category as subcategories. Use learning objectives as a check and balance to ensure everything has been covered.

*RecruitingHiring the right employees: 1.Job descriptions2.Special requirementsTeam needs

B. Aces in Places (matching the right person/skills to the right job).

C. Tools for recruiting Company application processBehavioral interview processBehavioral questionsPersonality profile test

An example.. Develop the content Turnover training seminar

*USE SUBJECT MATTER EXPERTS If unclear about one of your topics, or you cannot find an answer to your question after researching the topics , trainer can refer to : SUBJECT MATTER EXPERT (SME)

Prepare specific questionsHaving a list of an items you want more information about or , Ask the SME to read and verify your training script

*MAKING THE TRAINING SCHEDULE Schedule help trainer to plan for their time for presentation of the information, activities, and breaks. Questions : How much time do I have available to train? How much time do I need on each section?How long should I allow for breaks and lunch?What games and activities are being included and how long will they take ?

*Assign time estimates to items in your outline.Recruiting 4 hours 10 minutes A. Hiring the right employee 1 hour Job descriptions- 25 minutesSpecial recruitments- 10 minutesTeam needs 25 minutes

B. Aces in places (matching the right person to the right job) 10 minutes

An example.. Develop the content Turnover training seminar

*FACTORS THAT NEED TO BE CONSIDER WHEN PREPARING A TRAINING SCHEDULE : ENERGY LEVELS FINDING TIMESFOR TRAINING

*FIRST THING IN THE MORNING Still thinking about home and sleepy so needs to conduct activities that focus everyone on the days events and get them energized.

Everyone is getting hungry, energy levels decrease., thus need to use more physical activities around this time of the day. JUST BEFORE LUNCH

*AFTER LUNCH One of the most difficult times of day to deliver a training performance. Facilitate a group activityPlaying musicHaving frequent breaks throughout the afternoon.

Pp begin to feel overwhelmed with information and their minds are getting tired. Dont present key concepts or critical content late in the day. The audience will not be able to fully grasp them . TOWARD THE END OF THE DAY

*FINDING TIME FOR TRAINING CONTINUAL SHORT TRAINING SESSIONSWEEKEND SEMINARSBROWN BAG FORUM/LEARN WITH LUNCH PROGRAMSPRE-/POST WORK

*TYPES OF TRAINING Methods of training depends on the skills and type of audience your are teaching.ONE-ON-ONE TRAINING (OJT)PEER MENTORINGSELF-DIRECTED OR INDIVIDUAL DEVELOPMENT TRAININGTRAINING MOMENTSTRAINING THROUGH TECHNOLOGYGROUP TRAINING

*OFF THE SHELF TRAINING Off the shelf training : purchase or use training that has already been created.Save training money.Off the shelf training can come from internal sources(your own company) or external sources (another company or person).

*Continued: Trainer need to customize the training to fit training needs. Never alter the main points or message of the materials.Do not try to change the message for a purpose different from what was intended. Always give credit where credit is due. Dont use someone elses training materials/script and then try to pass it off as your own.