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
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