Trg Exe Course Developer Dev Plan

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Trg Exe Course Developer Dev Plan

  1. 1. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd HRD Training Executive Development Plan of Training Executive for Course Developing Competency Trainer’s Name: ______________________________ Date:________________________ A= meets advanced competency (advanced tangible results or outputs are visible) B = meets basic competency (tangible results or outputs are visible) I = incomplete (tangible results or outputs are not observed, missing or partially complete) N= behavior not observed (not competent) Course Designer Advanced Results or Self Rating 3rd-Party Competency Output Rating Planning Competencies: Needs Assessment 1 . Uses performance Performance analysis analysis to sort training report and non-training issues 2 . Uses target population Target population analysis to identify statement critical elements about Recommendations the intended participants 3 . Conducts a “needs Data summary versus wants” analysis Recommendations to identify common needs of a specific target population 4 . Conducts a job analysis Data summary to identify critical job Recommendations success elements 5 . Conducts a task analysis Task breakdown to break a task into its teachable parts 6 . Creates a skill hierarchy Skill hierarchy Course to identify supporting prerequisites skills and course prerequisites 7 . Writes terminal and Terminal and enabling enabling learning course objectives objectives that meet four criteria 8 . Facilitates a feedback Shared meeting to interpret data recommendations Planning Competencies: Training Plan The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 1
  2. 2. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd HRD Training Executive Course Designer Advanced Results or Self Rating 3rd-Party Competency Output Rating 9 . Identifies the training Training plan issues issue and how it relates related to a business to a business need need 10. States the outcome, Training plan results results, and objectives of the training 11. States the performance Performance deficiency and its deficiencies and causes causes 12. Identifies or establishes Performance performance standards standards 13. Identifies the target Target population population statement 14. Establishes criteria to Evaluation tools evaluate the training 15. Describes the proposed Variety of activities and intervention interventions Job aids 16. Estimates the cost of the Feasibility cost training plan estimate 17. Builds a partnership with Partnership roles management to ensure success of the training plan 18. Schedules training Training schedule Developing Training Competencies 19. Creates a broad content Content outline outline 20. Identifies sources for Resources course content 21. Selects appropriate Methods based on methods knowledge, skill, or attitudinal objectives 22. Sequences training Sequenced training methods methods The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 2
  3. 3. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd HRD Training Executive Course Designer Advanced Results or Self Rating 3rd-Party Competency Output Rating 23. Ensures a variety of Pacing plan pacing for training methods 24. Identifies how much Practice plan practice is required to learn a new skill 25. Writes training activities Written activities 26. Identifies the Template for lesson appropriate type of plan lesson plan for a specific course 27. Writes the lesson plan Lesson plan 28. Conducts a pilot Pilot workshop Course workshop and makes revisions appropriate revisions Evaluation Competencies 29. Designs a reaction Reaction sheet sheet to get feedback from participants 30. Writes a test to measure Valid and reliable test learning 31. Creates a skill Skill performance performance checklist to checklist measure the transfer of learning to the workplace 32. Creates a return on Analysis investment analysis to identify results % Total of competencies observed % Total required for competence The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 3
  4. 4. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd HRD Training Executive 1. List competencies that exceed expectation: 2. Identify Underdeveloped or Knowledge, skills, and unobserved competencies attitudes to acquire 3. Identify competencies that require coaching and feedback: 4. Identify resources required to develop these competencies: Target date for re-evaluation: The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 4

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