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Training Design (Appropriate types of room layout (Cluster Seating…
Training Design
Appropriate types of room layout
Cluster Seating Arrangment
The cluster seating arrangement is ideal for facilitating group learning. It encourages group discussions, peer to peer interactions, and a large working space to perform group work (e.g. planning on flip chart paper).
U-Shape Layout
The U-shape layout is excellent for encouraging interaction among the entire class. It creates a feel of “Unity” among trainees and commands the attention of each individual.
Classroom Layout
The traditional classroom style layout is suitable for lecture-based training where trainees sit facing the trainer directly.
Seminar /Theatre Style
Set up with only chairs facing the front where the trainer is positioned. Ideal layout for short talks and sales presentations.
Broken Circle/Herring Bone
The broken circle is a common layout in University lecture rooms. In some cases, there may be multiple rows of broken circles with steps leading up to every row.
Qualities of useful Objectives
Performance
An objective always says what a learner is expected to be able to do or produce to be considered competent; the objective sometimes describes the product or result of the doing.
Conditions
An objective describes the important conditions under which the performance is to occur.
Criteria
An objective identifies the criteria of acceptable performance by describing how well the learner must perform in order to be considered acceptable.
In-house HRD programs vs Purchasing from an outside source
Factors to consider before purchasing an HRD program
Number of trainees – Generally, the larger the number of trainees, the likelihood the organization will be willing to design the program itself. If it is for a few trainees, the HRD department will likely send them to an outside training agency.
Subject matter – If the subject matter is sensitive or proprietary, the HRD department conducts the program in-house using employees as trainers.
Timeliness – When it is timelier to hire an outside agency to facilitate the process
Expertise - When an organization lacks specialized KSAOs needed to design and implement an HRD program
Cost – The HRD department always considers cost, but only in concern with other factors.
Selecting the trainer
Once an organization has made a decision to design its own training program or purchased a program that it will run, a trainer must be selected. Selecting a trainer can be fairly easy when an organization has a large, multifaceted training staff with the competencies and subject matter expertise to train in high demand areas.
Preparing a Lesson
Program objectives are necessary for pinpointing desired outcomes of a training or HRD program. To translate these program objectives into an executable training session, the development of a lesson plan is recommended. A lesson plan is a trainer’s guide for the actual delivery of training content. Creating a lesson plan requires the trainer to determine in advance what is to be covered and how much time is to devote to each part of the session.
Listing the methods involved in employer designed HRD programs
Non-experiential Methods
One of the main advantages of standard training is that once the materials or curriculum has been developed, it is relatively affordable to implement.
Factors when choosing the appropriate HRD program
Objectives of program
Time and money available
Availability of other resources
Trainee characteristics and preferences
Experiential Methods
Experiential learning is also called as ‘learning by doing and the training involves a two way interaction unlike the informational training methods which are more of one sided.
Guidelines for developing useful Objectives
Collection of words, symbols, pictures or diagrams describing what you intend for trainees to achieve.
To prepare a useful objective, continue to modify a draft until these questions are answered
Definition of Training Design
Robert Mager defines an objective as a “description of a performance you want learners to able to exhibit before you consider them competent”