Designing a Training Program

A training design is a detailed plan for what you will do, why you will be doing it, and the best ways to reach your objectives.

The eight steps to an effective training program are-

1. Define purpose of training and target audience-

• Be clear about what your training needs hope to accomplish.
• Be clear who will be your target audience.

2. Determine participant’s need-

The more accurately you know the needs of your participants the better your training design will be. Find out their needs and expectations. Tell the participants to complete a brief written survey or survey a random number of participants by phone to get detailed information. Ask them about-

• Current roles and responsibilities
• Previous training on this topic
• Reason for attendance
• Specific need and expectation of the event

 At the end review past evaluation and feedback forms.

3. Defining training objectives-

Clearly defined objective provide criteria for-

• Clarifying expected outcomes
• Outlining training contents
• Planning specific training activities
• Selecting / developing material
• Designing evaluation procedure
• Communicating program intent to participants and others
• Ensuring training is realistic and appropriate

 4. Outline training content-

Training has three components- an introduction; a learning component and a wrap-up and evaluation component.

         Introduction- Establish a positive learning environment; develop interest; reduce anxiety and make good relations. Include some content into introductory activities.

         Learning Component- Concepts and ideas taught and explored; skills demonstrated are practiced and discussed. Activities should actively involve the participants in acquiring knowledge or practicing skills.

          Wrap-up & Evaluation Component- Here ‘pull it all together’. Highlight essential learning; summarize central concepts and describe steps. Open up for questions, concerns and feedback.

5. Develop instructional activities-

·         Organize activities so that outcomes identified are achieved. Activities should have an introduction, a main segment and a wrap-up segment.

·         Select training strategies that meet the objectives. E.g. skill development is best achieved through modeling, practice and feedback while information is achieved through discussion and collaborative group work.

·         Effective training design takes into account principles of adult learning; group size; participant learning style; prior experience/ education level of the participants, type of skill and information to be presented, and so on.

Strategies that promote active learning can be brainstorming, games, mini-lectures, small work group, simulations, role-playing, and case-studies.

6. Prepare a written training design-

• Ø  Write a detailed plan of the training session including goals and objectives, the sequence of specific learning activities and time allotted for each; directions and key points to be covered for each activity and the trainer who will be responsible for the activity.
• Ø  Consider the skill, expert knowledge, training style and comfort level of each trainer.

7. Prepare participant evaluation form-

Evaluation determines if the training has achieved its objectives and to identify what needs to be improved.

The evaluation form should ask the following-

• Did the participants acquire the skills and knowledge that they were supposed to?
• Were the trainers had enough knowledge about the training contents?
• Were the activities interesting and effective?
• Was the training format appropriate?
• Was the training on this topic adequate and satisfactory?

8. Determine follow-up activities for the event.

Follow-up activities provide continued support and feedback. Prepare follow-up activities as you develop your training design and these activities should make the participants reflect on what they have learnt and the process of implementation.

 Some activities include -

• Peer observations and coaching
• Newsletters and web-site postings
• Mentoring
• Study groups
• On going communication between participants and trainees

Training Need and How to Recognize?

A requirement of maintaining the efficiency, productivity and safety of a system or an individual signifies a training need. Training is a tool of effective management.   

Training need analysis is the first step to effective training. Training need analysis means measuring the gap between skills available and skills required for employees and provide measures so that those gaps can be reduced. When training need analysis is done, it is possible to focus attention on the target and identify the means for reaching the target.

The need analysis process also involves others and helps them to understand the issues which they come across.

There are five essential reasons for doing need analysis:

• The business world is changing rapidly and organizations require keeping pace with this change.

·         As result everyone is being asked to stretch and to do more than ever and to do it faster.

·         To ensure solution addresses the issue.

·         To focus resources, time and effort effectively towards a targeted training solution.

• To eliminate the necessity of looking for another job.
               

A training need occurs whenever the procedures, processes and methods of work in an organization are changed. Training can also offer the management an assessment of those within its labor force who might be well suited for new jobs and responsibilities.

           

These needs can be recognized on the basis of:

• Analysis of processes of change
• Analysis of work problems and
• Analysis of the manpower skills of an organization

 The management and human resource systems must be willing to accept the change. The organization must change itself to adjust to the changing outside world. Change would require orienting and training the people to the new techniques, skills and adjustments to new situations.

             

Training needs can be recognized in four sections-

Technological changes-

                Whenever there is some introduction of new ideas in equipment and technology, a technological change is said to take place. E.g. introduction of computers. People have to be oriented to new knowledge; new skills and also they must appreciate the change process.

Environmental changes-

                 There is constant change in consumer’s i.e. user’s habit and taste. For this, new products and services will require change in systems. Survival of any organization lies in understanding and an awareness of the changes in outside world.

Legislative changes-

                   In many basic industries like steel, coal and textiles, there is a legal framework, shape and application to their concepts of social growth. The Legislators at central or local level give such frameworks which can be in area of policy, planning, pricing, wages, and employment policies. Training has to be designed to respond to these.

Manpower composition changes-

Changes in the staff composition due to resignations, dismissals, layovers, retirement and other factors result in changes in internal ratios of manpower. This not only alters the demographic ratio and quality of experience but also may change the education level. Hence training need is justified.

‘Training needs’ also need to be identified because of the changed character of managerial work force