building a training program (1)

8/2/2019 Building a Training Program (1)

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BUILDING A TRAINING

PROGRAM


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TRAINING DEVELOPMENT MODEL

Assessment: What do your learners need to know toaccomplish job-related tasks?

Design: What will your training program look like?

Development: What content, learning methods, andresources will you need?

Implementation: Can you deliver the training program

effectively?

Evaluation: How will you know if the training programis meeting/has met the needs of your learners?


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TRAINING DESIGN

Primary questions to answer when designing a trainingprogram:

1. What do I want learners to be able to do as a result of

this training program?2. What methods will I use to assist them to reach this

level of performance and knowledge?

3. What resources will be used to deliver this training

program?4. How will this training be structured overall?


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TRAINING DESIGN

1. What do I want learners to be able to do as a result of thistraining program?

Identify the learning outcomes what is to be

learned.

Create objectives purpose of learning (why and

how it is going to be learned).


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TRAINING DESIGN


Identify the learning outcomeswhat is to be learned.

Learning outcomes comprise the framework of a

training plan.

Identify what trainees will be able to do as a result of

participating in the training program.

For example:Trainees in this workshop will be able to write

explicit, concisely worded and precisely defined

statements that clearly identify a behavior that is

expected to be performed by learners at the end of


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TRAINING DESIGN


Learning outcomes should include the following

components:

Results/outcome oriented

MeasurableFocused on only major job-related tasks

Behavioral statements (e.g., not just knowing or

understanding something but demonstrating that they

know it and understand it)Specific and precise about what they are to be able

to do

Clearly stated, no clutter


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TRAINING DESIGN


For example:

As a result of participating in this workshop, traineeswill be able to comfortably apply the sales techniques to

ensure increase in sales profit.


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TRAINING DESIGN


Create objectives purpose of learning (why and

how it is going to be learned).


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TRAINING DESIGN

Create objectivespurpose of learning (why and how itis going to be learned).

Writing a Good Learning Objective

When you are writing learning objectives, think not only

about what will be learned, but also how learning will be

demonstrated.


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TRAINING DESIGN


The desired behavior must be clearly and

unambiguously worded. Anyone reading the objective

should be able to understand what will be required by the

learner to demonstrate she has learned the KSAs.

For example: The trainee will be able todifferentiate (by sorting into two piles) between computer

chips that are within specifications and those that are

outside the specifications.


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TRAINING DESIGN


Explaining the conditions under which the behavior

must occur further clarifies exactly what is required. A

description of conditions (assistance or barriers) under

which the desired behavior will be performed should be

provided.

For example: Using a chart, the trainee will be ableto differentiate (by sorting into two piles) between

computer chips that are within specifications and those

that are outside the specifications.


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TRAINING DESIGN


Define criteria or standards that signifies that training is

acceptable. Standards are the criteria for success. Three

potential standards are represented by accuracy, quality,

and speed.

For example (accuracy): Using a chart, the trainee

will be able to differentiate (by sorting into two piles)between computer chips that are within specifications and

those that are outside the specifications with less than five

mistakes.


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TRAINING DESIGN





and speed.

For example (quality): Using a chart, the trainees


those that are outside the specifications as indicated by the

standard quality procedures.


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TRAINING DESIGN





and speed.

For example (speed): Using a chart, the trainees


those that are outside the specifications which should be

done in less than an hour.


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TRAINING DESIGN

Formula for Writing the Learning Objective

Write out the desired behavior. The verb needs to

describe clearly what will be done. Use Doing verbs

such as count, place, install, list, solve, replace, recite, etc.,

to indicate some action.

Add the conditions under which the behavior must be

done. Remember that the use or non-use of aids needs tobe indicated.

It needs to be clear what standards/criteria for success

will be used.


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TRAINING DESIGN

Formula for Writing the Learning Objective

For example: After completing the training,

trainees, at their regular job station and using a chart, will

be able to separate acceptable from unacceptable

computer chips with less than five mistakes set by standard

quality procedures which should be done in less than an

hour.


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TRAINING DESIGN

Designing Training: Learning Outcomes

C:\Users\dess\Documents\COLEGIO DE SAN

JUAN DE LETRAN\TRAINING AND

DEV\Designing Training Learning

Outcomes.doc
http://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.dochttp://c/Users/dess/Documents/COLEGIO%20DE%20SAN%20JUAN%20DE%20LETRAN/TRAINING%20AND%20DEV/Designing%20Training%20Learning%20Outcomes.doc


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TRAINING DESIGN

Examples of objectivesTrainee Reaction Objective

During the course, it is expected that trainees will

have a meaningful training experience as demonstrated

by their active participation and cooperation in the

lecture and workshop.

Transfer of Training Objectives

At the end of the training course, the trainees willbe able to apply convincing techniques learned as

illustrated by their confident and spontaneous product

presentation to difficult clients within the allotted time

period.


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TRAINING DESIGN

Examples of objectivesOrganizational Training Objective

At the end of the training, it is expected that the

trainees will be equipped with sales skills as shown in

their increase in sales which aims to meet the sales

target of the organization within the year.