Final training design

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Final training design

  1. 1. TRAINING DESIGN
  2. 2. Principles of Training Design Structure Openness and Flexibility Relevance Compatibility In-Process Evaluation and Feedback Transferability Cost-Effectiveness
  3. 3. Definition Training is a planned and systematic effort to modify or develop knowledge, skills, and attitudes to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to enable an individual to acquire abilities (competencies), in order that he or she can perform adequately a given task or job.
  4. 4. Goals & Objectives  To bridge performance gap  To receive proper results of training plan  To know required skills in the Facilitator  To know effectiveness of training  To exhibit required skills in delegation
  5. 5. Need for Training Design Training institution Trainee• Blueprint • Cost efficiency• Focus • Proactive learning• Management• Order
  6. 6. Outline of a Training Design Title Rationale of the Training Objectives of the Training Course Outline Learning Methodology Time Frames Dates and Venue Evaluation Method Resource Speakers/Persons Training Cost
  7. 7. Methods of Training • • FACILITATORLECTURER Leader-centered Participant-centered • Presentation-driven • Experience-driven • Content-heavy • Application-heavy • “Sage in Stage” • “Guide on the Side” • “Tell everything you can • “Never do for learners in time allotted” what they can do for themselves”
  8. 8. Advantages of Training Design  It provides direction to the trainees or participants  It gives more information concerning the training program  It keeps the trainer focused (especially on the things that the trainees “must know”)  Increased Employee Motivation, Satisfaction, and Morale  Increased Efficiency  Reduction in Employee Turnover  Increased Innovation in Strategies and Products  Risk Management
  9. 9. EvaluationSome Issues To Address Through Evaluation: Did the participant acquire the knowledge and skills that the training was suppose to provide? Were the trainers knowledgeable about training content? Were the activities interesting and effective? Was the training format appropriate? Is more training on this or related topic needed to support the participants in their work?
  10. 10. Training CycleEvaluation of Training Needs Program Analysis Conduct of Design of Program Program

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