TRAINING DESIGN

Principles of Training Design

Structure

Openness and Flexibility

Relevance

Compatibility

In-Process Evaluation and Feedback

Transferability

Cost-Effectiveness

Definition

Training is a planned and systematic

effort to modify or develop knowledge,

skills, and attitudes to achieve effective

performance in an activity or range

of activities.

Its purpose, in the work situation, is to

enable an individual to acquire abilities

(competencies), in order that he or she

can perform adequately a given task or job.

Goals & Objectives

To bridge performance gap

To receive proper results of training plan

To know required skills in the Facilitator

To know effectiveness of training

To exhibit required skills in delegation

Need for Training Design

Training institution• Blueprint• Focus• Management• Order

Trainee• Cost efficiency• Proactive learning

Outline of a Training Design

Title Rationale of the Training Objectives of the Training Course Outline Learning Methodology Time Frames Dates and Venue Evaluation Method Resource Speakers/Persons Training Cost

Methods of Training

LECTUR

ER

• Leader-centered

• Presentation-driven

• Content-heavy

• “Sage in Stage”

• “Tell everything you can in time allotted”

FACILITATOR

• Participant-centered

• Experience-driven

• Application-heavy

• “Guide on the Side”

• “Never do for learners what they can do for themselves”

Advantages of Training Design

It provides direction to the trainees or participants

It gives more information concerning the training program

It keeps the trainer focused (especially on the things that the trainees “must know”)

Increased Employee Motivation, Satisfaction, and Morale

Increased Efficiency Reduction in Employee Turnover Increased Innovation in Strategies and

Products Risk Management

Evaluation

Some Issues To Address Through Evaluation: Did the participant acquire the knowledge and skills

that the training was suppose to provide?

Were the trainers knowledgeable about training content?

Were the activities interesting and effective?

Was the training format appropriate?

Is more training on this or related topic needed to support the participants in their work?

Training Cycle

Training Needs

Analysis

Design of

ProgramConduct of Program

Evaluation of Program