Final training design
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This document discusses the principles and design of training. It outlines key aspects of effective training such as structure, relevance, compatibility, and transferability. The goals of training are to bridge performance gaps and ensure proper results by providing the required skills. An effective training design includes the title, objectives, course outline, learning methodology, timeline, and evaluation method. Training benefits both the institution and trainees by providing direction, focus, increased motivation and efficiency. The success of training is evaluated to determine if participants acquired the needed knowledge and skills.
Final training design
- 2. Principles of Training Design Structure Openness and Flexibility Relevance Compatibility In-Process Evaluation and Feedback Transferability Cost-Effectiveness
- 3. 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.
- 4. 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
- 5. Need for Training Design Training institution Trainee • Blueprint • Cost efficiency • Focus • Proactive learning • Management • Order
- 6. 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
- 7. Methods of Training • • FACILITATOR LECTURER Leader-centered Participant-centered • Presentation-driven • Experience-driven • Content-heavy • Application-heavy • “Sage in Stage” • “Guide on the Side” • “Tell everything you can • “Never do for learners in time allotted” what they can do for themselves”
- 8. 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
- 9. 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?
- 10. Training Cycle Evaluation of Training Needs Program Analysis Conduct of Design of Program Program