Training Design

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Training

Training ManualsIt is either a HR, L&D or T&D activity depending on the organization.Pause the video to write how you would describe the contents of a great training manual…

• Identified training objectives and critical tasks covered.

• Training Plan• Up to date content.• Aligned to organizational strategy.• Use the resources effectively and

efficiently using VAK principle.• Activities aligned to real workplace

scenarios.• Assessments for all required

competencies.• Trainer’s Guide.

The Steps

• Choose a strategy or a combination of strategies.

• Break the general training objectives into constituent pasts.

• Use the specifications of different training methods.

• Decide on different AQTF packages in which the program could be offered for certification.

• Work detailed training events into sequences and finally into the shape of the total program package.

Pause the video to write some of the steps you would take to design your training program…

Modules A Training need become more clearly defined by means of job and task analysis, more specific training can be provided.

A learning module can be designed for specific tasks or outcomes.

A Training Needs Analysis and a Business Performance Needs Analysis are essential.

Training Sessions

There is an underlying need to design individual detailed training sessions.

Sessions need to be designed to make optimum use of time and opportunities available.

These sessions are short in duration, single location and achieve a limited objective.

Short specific sessions with post training support (coaching and mentoring) are very effective.

Planning a Session Planning a training session involves:

1. Establishing learning objectives based upon identified training needs.

2. Identifying the components you want to cover in the session.

3. Assembling specific methods and activities in a coherent design that might be compared to a movie script or story line.

Each session will be part of the overall strategic Training Plan.

Some sessions will be prioritized to align with organizational strategies.

Learning Objectives

Learning objectives are statements of what we want a learner to know, feel or be able to do at the end of training.

Trainers and Instructional Designers will understand the basic principles of adult learning and be able to apply them by developing training strategies appropriate to different learners.

Each learning objective will have a series of components and assessments.

The Process

1. Awareness of need2. Consult with Client3. Specify Symptoms4. Analyze Training Needs5. Defining existing Capabilities of Proposed

Audience and Define Selection.6. Select Program objectives and define

Specific Learning Objectives( Knowledge, Skills and Abilities)

7. Build Curriculum (Content and Sequence)8. Select Methods and Materials Cont.

When designing training materials, an Instructional Designer needs to be aware of the entire process they are a part of.

The Process

The remaining parts…

Sometimes the process is quicker, depending on the training to be delivered.

8. Other Instructional Resources (physical, budget, personnel, time)

9. Conduct training( validate first)10. Decide the Evaluation Methods.11. Produce the Evaluation Instruments.12. Discuss with the Involve the Line Manager.13. Make Environmental Preparations14. Line Manager’s Briefing.15. Pre-Test the trainees.16. End of course Validation and Action Planning17. Line Manager’s De-Briefing18. Review of Validated Training19. Medium and Longer-term Evaluation.

Design Factors

The main steps when writing a training manual…

1. Identifying training needs2. Determining the objectives3. Determining the contents4. Deciding on the appropriate modes of

training5. Suggesting appropriate methods6. Preparing training material7. Deciding upon evaluation procedure

Training Needs

The designer of the course seeks information about the knowledge, skills, and abilities required by a particular category of employees.

Identifying Training Needs for Course• New recruits may not possess the specific

knowledge or skill required.• When employees are transferred from one

department to another.• When employees are promoted.• When there is a change in the policy of the

organization.• When the organization undertakes new

functions with change in their goals.• It is necessary sometimes as a “refresher

course” to update knowledge and skill.

HeadingsThe headings used to introduce a Training session.

• Revision / Review• Topic• Confirm Trainee’s level of knowledge or skill• Context, logical sequence• Training Objectives• Training Plan• Ground Rules• Jargon and Technical language• Modules and competencies.• Asking Questions• Use of visual aids• Activities, role plays, projects• Slide references• Icons meanings

Thank youWe hope you enjoyed this short presentation on Training Design.

Your feedback would be appreciated.www.itd.managementFor more information:information@itd.management