The document outlines a 7 step training design process that includes: 1) assessing needs through interviews and assessments, 2) determining readiness for courses in self development, strategy, and business skills, 3) creating a learning environment to practice skills, 4) transferring training through simulations with manager support, 5) developing an evaluation plan to measure reaction, knowledge, behavior, and results, 6) selecting on-the-job training methods like coaching and mentoring, and 7) monitoring the program through reports on issues, KPIs, and a national training program.

1. Training Design Process
1. Need Assessment
– Pre-screening, face to face interview, online
assessment, in-tray assessment and executive
interview.
2. Readiness For Training
– Course1: Self development
– Course2: execution of strategy plan
– Course3: business acumen

2. 3. Create learning environment
– Know the scope they need to learn
– Meaningful training content
– Opportunities to practice and continuously attempt
learning
4. Transfer of training
– Axiata War Game / business Simulation games
– Factors of transfer of training
Managers support
Opportunity to perform
Technological support
Organizational environment

3. 5. Develop evaluation plan
– Reaction outcomes
– Cognitive outcomes
– Behavior-skill outcomes
– Affective outcomes
– Result outcomes
6. Selecting training method
– On-the-job training
Coaching
mentoring
Job instruction techniques

4. 7. Monitor and evaluate the program
– Performance reporting
■ Senior Leadership Team (SLT) meeting
■ Major issues
■ Key Performance Indicator (KPI)
performance
– Skim Latihan 1 Malaysia (SL1M)