DESIGNING AND CONDUCTING TRAINING PROGRAM

By:-Ms. Vibha Sharma

Introduction

Training without appropriate mechanism for implementation is not worthy of valuable and scarce organizational resources. Primary requirements for effective training are assessment of needs, clear training policy, and support of the management, co-operation of the managers and adequate finance and resources

Introduction

Training professional enjoy some level of control on Pre Training and Training stages though their intervention in post training stage is minimal. This creates an anomaly which has negative repercussions on training effectiveness. Training Climate in training room is the out come of interaction of three stage factors. If these factors and their interaction with Training Climate are well understood by training professionals then it may lead to better delivery of training.

Introduction

Guest and Kenney present the criteria influencing the design of training programme and list these influences as resources available, skills of trainer(s), types of trainees, principles of learning, learning objective and methods and media for learning. The design and implementation of training is done by the trainer, but it will also involve others such as direct trainers, training institutions, departments and most importantly trainees. The design of training is a vital part of the Systematic Approach to Training.

Trainer will need to develop own approach to do the following :

Training is suitable to meet identified training needs Collaborate with a variety of client organization to meet their requirements. Use available resources effectively and efficiently. Plan action for yourself and others. Ensure a satisfactory outcome from the training.

ROAD MAP

INTRODUCTION TRAINING DESIGN PROCESS INTRODUCING TRAINING SESSION LESSON PLAN

6

INTRODUCTION
Identify Training Needs

Assess Result

Design
RESULTS

Implement

Building Training Design

Planning Training Session Involves: Establish Learning Objectives. Identify the Components to be covered in session. Assemble specific methods and activities in designing. Principles of Adult Learning Relationship of principles to learners experience. Discovery of Individual Styles. Select training strategies to match learning styles Experience in working with peers.
8

Methods to Accomplish Learning Objectives

Census Flip

Charts

Exercise Review

Training design Process

Step by Step Process for Developing Training Program. STEPS: 1. Awareness of Need

Training Department is made aware that training is required due to implementation of new system.

10

Steps of Training Process

2. Consult with Client:

Consult client for a diagnostic probing interview to obtain as many details as possible. Trainer interprets exactly what , who , over what period is interpreted by the trainer

11

Steps of Training Process

3. Specify Symptoms

Symptoms that function X is required and people concerned do not have skills X.

4. Analyze Training Needs:

Required Skills Existing Skills= Training Need

12

Steps of Training Process

5. Define Existing Capabilities of Proposed Audience

and Select Criteria

Course content should not only meet median participant but participants above and below the median. Selection Criteria keeps participants close to median to make material relevant to each participant

13

Steps of Training Process

6. Select Program Objectives and Define Specific Learning Objectives

Classify different types and levels of learning: KSA

Program Objectives: Determine needs of organization. Needs of participants Consider constraints to accomplish program objectives like course length, lecturing staff, facilities and fund, types of courses. Need for flexibility to change if participants changes.
14

Steps of Training Process

7. Build Curriculum

Is the Course of Content and Sequence Develop course calendar

Factors to be considered for calendar development: Internationalization. Boredom Potential. Participants Culture Shock

15

Steps of Training Process

8. Select Methods and Material
9. Other Instructional Resources (Physical, Personnel, Budget, Time) 10. Conduct Training.

16

Steps of Training Process

11. Decide the Evaluation Methods:

The minimum requirements for evaluation process: Statement for Learning Requirement. Level of skill of learners before training. Methods to assess process during training. Methods of validating training at the end of the event. Long term approach to ensure learning is transferred to the job

17

Steps of Training Process

12. Produce the Evaluation Instruments 13. Involve Line Manager. 14. Make Environmental Preparations. 15. Line Managers Briefing. 16. Pretest Learners. 17. End of Course Validation and Action Planning. 18. Line Managers De-briefing. 19. Review of Validated Training. 20. Medium and Longer-term Evaluation.
18

Contd..

The minimum requirements for evaluation process: Statement for Learning Requirement. Level of skill of learners before training. Methods to assess process during training. Methods of validating training at the end of the event. Long term approach to ensure learning is transferred to the job
19

Introduce Training Session

Objectives Topic Review and Revise Confirm Trainees level of Knowledge or Skills Structure and Timing Jargon and Technical Language. Showing a Finished Article

20

Introduce Training Session

Information in Chunks. Asking Questions Use of Visual Aids.

Can somebody tell me what addiction is?

Addiction is a brain disease

Lets use some example s

Why?

21

Lesson Plan

Lesson Plan is designed for program lasting a day, a week and several hours. If training takes place over several days, separate plan is made for each day. Detailed Lesson Plan translates the content and sequence of training activities into guide which helps trainer. Lesson Plan includes the sequence of activities that will be conducted in training session.
22

Sample a Detailed Lesson Plan

Course Title: Conducting a Effective Performance feedback Session Lesson Title: Using Problem Solving style in feedback interview. Lesson Length: Full Day. Learning Objective: Demonstrate the Eight key behaviors in an appraisal feedback role play without error. Target Audience: Managers. Room Arrangement: Fan Type. Material and Equipment: VCR, Projector, Role Play Exercise Evaluation and Assignments: Role Play, Read Article Conducting Effective Appraisal Interviews

23

Sample a Detailed Lesson Plan

Lesson Outline Introduction View Videos Break Discussion of strength and weakness of styles Lunch Presentation of behaviors Role Play Wrap Up Presentation Watch Exercise Listening Practice using behaviors Facilitator Participation Instructor Activity Presentation Trainee Activity Listening Watching Time 8-8.50 AM 8.50-10AM 10-10.20 AM 10.20-11.30 AM 11.30- 1.00 PM 1-2 PM 2-3 PM 3-3.15 PM
24

Answer Questions Questions

Training Objectives
Employees

learn best when they understand the objective of the training program The objective refers to to the purpose and expected outcome of training activities Training objectives based on the training needs analysis help employees understand why they need the training Objectives are useful for identifying the types of training outcomes that should be measured to evaluate a training programs effectiveness

A training objective has three components:

1. A statement of what the employee is

expected to do (performance or outcome) 2. A statement of the quality or level of performance that is acceptable (criterion) 3. A statement of the conditions under which the trainee is expected to perform the desired outcome (conditions)

Training administration involves:

2)

(1 of

Communicating courses and programs to employees Enrolling employees in courses and programs Preparing and processing any pre-training materials such as readings or tests Preparing materials that will be used in instruction Arranging for the training facility and room Testing equipment that will be used in instruction

Training administration involves:

2)

(2 of

Having backup equipment should equipment fail Providing support during instruction Distributing evaluation materials Facilitating communications between trainer and trainees during and after training Recording course completion in the trainees records or personnel files

Considerations in Designing Effective Training Programs:

Selecting and preparing the training site Selecting trainers Making the training site and instruction conducive to learning Program design

How Trainers Can Make the Training Site and Instruction Conducive to Learning:
Creating A Learning Setting Preparation

Classroom Management

Engaging Trainees Managing Group Dynamics

Program Design

32