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Training Design and Implementation - Coggle Diagram
Training Design and Implementation
define
Design means planning the overall training program including training objectives, delivery methods and program evaluation. Substeps include setting performance objectives, creating a detailed training outline, choosing a program delivery method , verifying the overall program design with management.
importance of training
A skillful training design programme will be able to keep participants engaged every step of the way. Training designed with structure by using effective tools and frameworks will support the employees in achieving the right skills and necessary knowledge to fulfill their job better.
Basic criteria for an effective training design
training must adopt the most appropriate methods
training must demonstrate meaning on-the-job impact
training must target the most important learning needs
Training Design Process
Instructional System Design (ISD)
Step 3: Create a learning environment
Step 4: Ensure transfer of training
Step 2: Ensure employee readiness for training
Step 5: Develop evaluation plan
Step 1: Conduct needs assessment
Step 6: Select training methods and deliver training
Step 7: Monitor and evaluate
ADDIE
Development Phase
Design Phase
Implementation Phase
Evaluation Phase
Analysis Phase
Training plan
training plan identifies the training that learners are expected to complete over a stated period of time. Each training plan pertains to a single company or learning environment and can be designed to meet one or more high-level learning objectives.
Designing a training plan
Step 3: Make the learning meaningful
Step 4: Make skills transfer obvious and easy
Step 2: Creating a motivational learning environment
Step 1: Setting learning objectives
Step 5: Reinforce the learning
Lesson plan
the content to be covered,
sequencing of activities including ice breaker activities
selection of training media
selection or development of experiential exercises
timing and planning of each activity
selection of method of instruction to be used and number and type of evaluation items to be used
Training method
How to select a training method
Availability of other resources,
Trainee characteristics and preferences
Time and money available,
Consider the: Program Objective,
on the job
On the Job training- systematic coaching of employees by direct supervisors at the workplace through actual work.
off the job
Off the job training- conducted outside workplace by trainers in a classroom.
Non-experiential training
Discussion
Audiovisual media
Lecture
Internet/computer based
Case studies
Experiential training
1:1 Coaching
Mentoring
Job rotating
Role play
Job instruction training
Materials needed for training
powerpoint slides
software, websites
ipads, computer
training manuals, textbooks
Scheduling Training Programme
Schedule during working hours
Schedule after working hours
Training Room Layout Styles
Cluster Seating Arrangement
U-Shape Layout
Seminar/ Theatre Style
Broken Circle/ Herring Bone
Classroom Style
Selecting trainer
Select trainers who are able to communicate their knowledge clearly, use various instructional techniques, have good interpersonal skills and have ability to motivate others
How to aid less qualified trainers
Teaming skilled trainers with in-house Subject Matter Experts (SMEs) to form instructional team
Using a training technique that does not require a human trainer, such as computer-aided or online instructional programs
Train-the-trainer programs
Identify in-house content experts who lack training skills and train them to become effective trainers