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Training programme Design

Training programme design is a comprehensive blue-print of step-by-step structure, to be implemented for organization and execution of a training plan.

The process for developing performance-based

training includes the following steps.

• Identify the objectives of the training.
• Verify the alignment of training objective with the

organizational objective.

• To break down the training objectives into sub-

objectives.

• Identify the participants for training.
• Identify the problem area of the people.

• Develop a complete programme layout

combining various training events into training

sequences with appropriate Training Strategy.

• Draft expanded outlines of modules, including

instructional objectives, main body of text, and

descriptions of training methods, examples and

exercises.

• Field-test the training materials.
• Revise and finalize training materials based on

the field test.

Determining Overall Goals In Training

A performance gap is usually indicated from the performance appraisal process. The performance appraisal document should already include careful description of the areas of knowledge and skills that you must learn in order to improve your performance.

2. In case you want to address an opportunity gap,

carefully identify what areas of knowledge and skills are needed to perform the job or role that soon might be available to you. Again, consider job descriptions, list of companies or even interviewing someone already in the job or role that may soon be available to you.

3. Is a list of competencies, job descriptions job analysis

available to help you identify your training and development goals? A competencies list is a list of the abilities needed to carry out certain role.

Determining Learning Objectives and

Activities

1. Identify some preliminary learning objectives for

each new area of knowledge or skills that you

need to learn.

2. Carefully consider, when you have achieved all

of your learning objectives, will you indeed have

achieved all of your overall training goals?

3. What are the best learning activities (methods)

for you to achieve your learning objectives?

Developing Required Materials

The goal of this phase of planning is to obtain or develop any resources you need to conduct the activities you selected in the plan.

• Planning Implementation of the Training:

The goals of this phase of your planning is to ensure there are no surprises during the implementation phase of your training. During your training, how will you be sure that you understand the new information and materials? Periodically conduct a short test. e.g, everyone once in a while, try recalling the main points of what you have just learned, testing you, etc. If you are confused, tell your trainer now.

• Planning quality control and Evaluation of the training

Plan and experiences: The goal of this phase of your planning is to ensure your plan will indeed meet your training goals in a realistic and efficient fashion. Consider having a local training expert review the plan. The expert can review, in particular, whether

• Your training goals will provide the result desired by

you.

• Learning objectives are specific and aligned with your

overall training goals,

Developing People And Capabilities

Through Well designed Training

programme

Many organizations face the challenge of developing greater confidence, initiative, solutions-finding, and problem-solving capabilities among their people. Organizations need staff at all levels to be more self- sufficient, resourceful, creative and autonomous. This behaviour enables staff can operate at higher strategic level, which makes their organizations more productive and competitive. People’s efforts produce bigger results. It’s what all organizations strive to achieve.

Conventional skills training give people new

techniques and methods, it would not develop their maturity, belief, or courage. Again, focus on developing the person, not the skills. Participative workshops work well in beginning for attitudinal development. When people develop confidence, integrity, emotions, they automatically become more proactive, solutions-focused, responsive.

When you gives kills training to someone use this simple five-step approach:

• Prepare the trainee.
• Explain the job/task, skill, project.
• Provide a demonstration-step-by-step.
• Have the trainee practice the job.
• Monitor progress.

Some tips to make training more

enjoyable and effective :

• Keep instructions positive (‘do this’ rather

than ‘don’t do this’)

• Avoid jargon
• You need to be prepared to adapt the pace

according to the performance once Training has begun.

• Encourage, and be kind and thoughtful-be

accepting of mistakes, and treat them as an opportunity for you both to learn from them.

Organisational Training Effectiveness

• Assess and analyse how training and

development is organized and the way that

training is prioritized.

• Review the business

strategy/positioning/mission/plans (and HR

strategy if any exist) as these statements will help

to establish the central business aims.

• Assess how the training relates to the business

aims, and how the effectiveness of the training in

moving the business towards these aims is

measured.

Base training recommendations and changes on improving training effectiveness in terms of:

• Relevance to organisational aims.
• Methods of staff assessment.
• Training design/ sourcing
• Training type, mix and suitability, given staff and business circumstances. Consider all training options available.
• Remedies for identified organizational and business performance problem areas.
• Comparative costs of different types of training per head, per staff type/ level measurement of training effectiveness, and especially feedback from staff being trained.