Training design
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The document outlines the process of training design, which includes determining the format of training delivery, setting objectives and goals, developing content and instructional activities, preparing a written training plan, evaluating participants, and following up after training. It describes 8 steps to designing a training program: 1) defining purpose and audience, 2) determining needs, 3) setting goals and objectives, 4) outlining content, 5) developing activities, 6) preparing the design, 7) evaluating participants, and 8) following up. The training design process ensures training results in improved job performance.
Training design
- 1. Training design Training design or instructional design is the process of creating a blueprint for the development of instruction.
- 2. It determines: Whether the training is to be conducted in a classroom, Delivered using an electronic format or Using some combination of methods, The design process sets the stage for the development of a program that produces results.
- 3. Factors of Training Design Viewpoint Elements Considerations Benefits Model
- 4. BASIC PRINCIPLES OF TRAINING DESIGN The principles that constitute the field of human performance improvement, which help to ensure that people achieve the best possible results on the job. The principle that underpin adult learning
- 5. DESIGN STEPS FOR A TRAINING PROGRAM Eight Steps Step1. Define purpose of the training and target audience Step2. Determine participants’ needs Step3. Define training goals and objectives Step4. Outline training content Step5. Develop instructional activities Step6. Prepare the written training design Step7. Prepare participant evaluation form(s) Step8. Determine follow-up activities for the event
- 6. Step1. Define Purpose of the Training and Target Audience Cleartraining needs Purpose & audience must be clear Description to promote your program to prospective participants
- 7. Step2. Determine Participants’ Needs Several ways to find out about the needs: Written survey Random sample Review past training programmes
- 8. Step3. Define Training Goals and Objectives Clarifying expected outcomes Outlining training content Planning specific training activities Selecting/developing materials Designing evaluation procedures Communicating program intent to the training participants and others (such as program administrators and supervisors) Ensuring that the training is realistic and appropriate for the purpose intended
- 9. STEP4. Outline training content Introduction Learningcomponents Wrap up and evaluation component Rules of thumb Fill in known elements-such as meals and breaks. Start with simple concepts and proceed to more complex.
- 10. Conti… Proceeds from less threatening to more sensitive topics. Schedule activities which require the greatest concentration when people will be focused and energetic. Give yourself- and participants- a break. Build in time for reflection, discussion and Q&A. Introduce the day’s events in the beginning. Schedule 8-10 minutes at the end of each day for feedback. Review your plan with a critical eye. Be flexible! Although your design is a detailed road map, you may encounter detours along the way.
- 11. STEP5. Develop Instructional Activities Participants learning style Principles of adult learning Group size Prior experience and /or education level of participants Type of skill or information to be presented Trainer’s style
- 12. Conti… When deciding which activities to use, consider these questions: 1. Do we know that this activity us effective? 2. Have we used it before? 3. Are we comfortable with this technique? 4. Do we have the expertise to use it effectively? 5. Does the activity require prior knowledge or skill on the part of participants? 6. Will we have the time, space and resources needed to accomplish the activity? 7. Will the activity encourage learning without confusing participants?
- 13. STEP6. Prepare the Written Training Design Written document: A detailed plan of the training session, including goals and objectives. It consider: ◦ The skill expertise, training style and comfort level of each of your trainers in making this designation. ◦ Also consider identifying specific trainer who will take the lead in fleshing out different sections of the training and creating the necessary supporting materials. Use your written training design to stay in track during the training events, make mid course corrections and document training
- 14. STEP7. Prepare Participant Evaluation Forms Issues that the evaluation forms must addressed 1. Did the participants acquire the knowledge and skill that the trainer was supposed to provide? 2. Were the trainers knowledgeable about training content? 3. Were the activities interesting and effective? 4. Was the training format appropriate? 5. Is more training on this or related topics
- 15. STEP8. Determine Follow-up Activities for the Event Newsletters and web site posting Per observation and coaching Mentoring, Study groups Booster session Ongoing communication between participants and Trainers via phone or electronic mail
- 16. FIVE STEPS OF THE DESIGN TRAINING PROCESS The ADDIE method of instructional design consists of five phases: A- Analyze D- Design D- Development I- Implementation E- Evaluation
- 18. THE SESSION Conti… STAY WITH US…
- 19. Conti…