Training Design and Methods of Training
- 2. The design of the training program can be undertaken only when a clear training objective has been produced. Training design or instructional design is the process of creating a blueprint for the development of instruction. 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. FIVE STEPS OF THE DESIGN TRAINING PROCESS The ADDIE method of instructional design consists of five phases:
- 4. Analysis Phase The analysis phase clarifies the instructional problems and objectives, and identifies the learning environment and learner's existing knowledge and skills • Who are the learners and what are their characteristics? • What types of learning constraints exist? • What are the delivery options? The process of asking these questions is often part of a needs analysis.
- 5. Design phase The design phase deals with learning objectives, assessment instruments, exercises, content, subject matter analysis, lesson planning, and media selection. The design phase should be systematic and specific. Development phase In the development phase, instructional designers and developers create and assemble content assets described in the design phase. If e-learning is involved, programmers develop or integrate technologies. Designers create storyboards.
- 6. • Design evaluation is done in the implementation phase. • The implementation phase develops procedures for training facilitators and learners. Training facilitators cover the course curriculum, learning outcomes, method of delivery, and testing procedures. Implementation phase
- 7. Evaluation phase The evaluation phase consists of two aspects: formative and summative. Formative evaluation is present in each stage of the ADDIE process, while summative evaluation is conducted on finished instructional programs or products.
- 8. Training Implementation Implementation involves a series of activities, through which training managers bring the course to learners in accordance with approved design. It requires scheduling of courses, faculties, equipment and service providers apart from arranging for ongoing classroom support, and ensuring the smooth flow of activities as per the plan.
- 9. Training Evaluation • Evaluation involves the assessment of the effectiveness of the training programs. • This assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program, whether they learned something from the training and are able to apply those skills at their workplace. • The organisation would be interested in knowing whether the new skills are being put to use at the workplace
- 10. Methods of Training On-the-job Training Method Off-the-Job Methods
- 11. On-the-job Training Method This is the most common method of training in which a trainee is placed on a specific job and taught the skills and knowledge necessary to perform it. The advantages of OJT are as follows: On the job method is a flexible method. •Advertisingis a less expensive method. • The trainee is highly motivated and encouraged to learn.
- 12. On-the-job training methods are as follows: Job rotation This training method involves movement of trainee from one job to another gain knowledge and experience from different job assignments. Coaching Under this method, the trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee.
- 13. Job instructions Also known as step-by-step training in which the trainer explains the way of doing the jobs to the trainee and in case of mistakes, corrects the trainee. Committee assignments A group of trainees are asked to solve a given organizational problem by discussing the problem. This helps to improve team work.
- 14. Off-the-job Methods On the job training methods have their own limitations, and in order to have the overall development of employee’s off-the- job training can also be imparted. Case study Method Usually case study deals with any problem confronted by a business which can be solved by an employee. The trainee is given an opportunity to analyse the case and come out with all possible solutions.
- 15. Role play In this case also a problem situation is simulated asking the employee to assume the role of a particular person in the situation. The participant interacts with other participants assuming different roles. Lectures This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much helpful in explaining the concepts and principles very clearly, and face to face interaction is very much possible.
- 16. Simulation Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy etc. Conferences A meeting of several people to discuss any subject is called conference. Each participant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.
- 17. Thank You