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Seven Steps To Creating Training Materials
 

Seven Steps To Creating Training Materials

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A Guide To Trainers

A Guide To Trainers

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    Seven Steps To Creating Training Materials Seven Steps To Creating Training Materials Presentation Transcript

    •  
      • Introduce a systematic approach to developing and delivering an effective training program
      • Identify ways to establish business partnerships
      • Need Analysis focuses on the specific operational needs of the business.
      • Identifies knowledge based solution
      • Identifies skills based solution
      • Identifies operational objectives of the training
      STEP ONE: CONDUCT A NEED ANALYSIS How do you determine what a business unit needs?
      • Objectives are the rules for implementing program to improve performance
      • What is to be accomplished
      • Realistic goals are to be set
      • Objectives are to meet the immediate business needs of the organization
      • Develop the “how to” in meeting these objectives
      • Identify timelines for meeting objectives
      STEP TWO: SET OBJECTIVES
      • Identify if the training material will be in the form of hardcopy textbooks, on-line access, PowerPoint presentations, or a distance learning medium.
      • Solicit the expertise of a curriculum designer.
      • All aspects of the training materials must focus on the needs of the business organization.
      • Include assessment sections and critical thinking modules to reinforce learning.
      STEP THREE: DEVELOP TRAINING MATERIALS
      • Material content
      • Presentation
      • Class participation
      • Facilitator’s knowledge of the subject matter
      STEP FOUR: DEVELOP AND DESIGN EVALUATION MATERIAL Determine if the evaluation phase will be in the form of hard copy material or an on-line assessment. Evaluation areas include:
      • Create a unique and comfortable learning environment
      • Set up the training area with the appropriate materials
      • Spot check your audio visual equipment
      • Be in place to receive the participants
      • Engage your audience to gauge their learning
      STEP FIVE: IMPLEMENT THE TRAINING
      • Explain the purpose of the evaluation
      • Communicate that the evaluation is a chance for the participants to improve the quality of training for the program or future programs.
      • Encourage the audience to participate in the Evaluation process.
      STEP SIX: EVALUATE THE TRAINING
      • Revisit your focus groups with the evaluation results
      • Solicit evaluation and feedback from the focus group after the training
      • Measure the evaluation results in lieu of operational objectives
      • Incorporate modifications into the next training
      • Communicate to the focus group regarding their ROI (Return of Investment)
      STEP SEVEN: MODIFY THE TRAINING
      • Proactively seeks to learn the organization’s business
      • Create opportunities to where you are actively engaged in certain aspects of their business (this earns credibility)
      • Offer training solutions and be willing to set up a time (via focus groups) to learn their operational needs and aid in identifying needs
      HOW DOES THE TRAINING DEPARTMENT BUILD PARTNERSHIPS?
      • Revisit the training objectives
      • Incorporate the 7-step Training Program
      • Proactively seek to understand the business of your partner
      • Earn credibility
      • Aggressively recruit a proven Training Consultant
    • Greg Consulta Training Consultant