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Resolving Challenges in
Designing Training
 whether training is needed ?
 identify organizational context…….
 performance analysis or “gap” analysis
 Frame overall objectives for a training course!
 Training Programme should
fulfil the need of the target
group as well as the needs
of the individual participant.
 The training program should
prepare the audience for
some specific knowledge
,skill and attitudes.
 The training program needs
to reflect the desirable
progression in due course of
time w.r.t content, time and
skill attainment.
 As every hour in it is
counted so training
programme to be designed
systematically
Principles
Individuality
Specificity
Progression
Systematic
 This part of the designing asks you to consider the
following things:
◦ What kind of training is needed?
OR
◦ Can we say that what training needs have you
identified?
◦ Who is the target audience for training ?
◦ Training Progamme should encompass all the three
learning domains namely Cognitive, Affective and
Psychomotor.
 To structure the training intervention in a way
that learning objectives are met: - by Framing
 Specific
 Measurable
 Achievable
 Relevant
 Time-oriented
 Using information derived from the needs
assessment
Identify and develop the content for your training
program.
What training methods will you use?
As you develop content, consider how you will evaluate
participants learning.
How are the training methods related to the needs of the
trainees ?
Note down your layout discussion of training methods
and outline of content.
 What needs to be taught? ( as per the trainees
needs and type of training whether it is
Orientation, Refresher or FDP).
 How will you sequence the information?
From General to Specific/ Specific to General.
Experiential Activity before Content
Theory to Practice
Good collaboration of variety of activities.
Closing to be more reflective in nature.
Clear and Readable
Relevant
Accurate
Interesting
Practical
 What is the best way to get your message
across?
 Is web-based training more appropriate, or
should mentoring be used?
 How many face-to-face sessions need to be
kept ?
 Most training programs will include a variety
of delivery methods.
 Capital Budgeting : How much money do you
have to spend on this training for:
 Physical Resources
 Financial Resources
 Technological Resources
 Human Resources
 Time Budgeting : How much time limit has to be
given to each session in terms of different
themes.
 Whether Training will be done on per day/per
week/ month wise time has to be decided.
 Will the training be self-paced or instructor led?
 What kinds of discussions and interactivity can be
developed in conjunction with the training ?
 Collaborative /cooperative learning strategies need
to be adopted?
 Support system for Resource Persons /Moderators
/Task leaders ?
 How long will it take to develop the training?
 Is there a deadline for training to be
completed?
 Linear Model/Cyclic Model ?
 Attainable time slots / Contours .
 How will you know if your training worked?
 What ways will you use to measure this?
◦ By having perception and reflection of the
audience.
◦ Participants Satisfaction with the training program
◦ By knowing the applicability of the skills and
content of the programme
 To gain and hold learners’ attention
◦ Some ways to capture Learners’ attention:
1. Introductory Exercises
2. Interesting Visuals
3. Initial Case Problem (around which lecture is
structured)
4. Test Questions
5. Preview of the content
6. On spot Challenges
7. Illumination Exercises
8. Collaborative/group discussions
 Abstract concepts are more difficult to teach
as they are invisible and intangible. For
example, a leadership training program might
involve abstract concepts.
 to enhance learner engagement is to include
interactivities that facilitate active learning.
 Icebreakers,
 hands-on practice exercises,
 demonstrations,
 role plays, etc.,
 Instructor-led training, the instructor can give
instant feedback to learners by asking questions.
 If the instructor senses that learners haven’t
understood certain content, they can supplement
it with further explanation or examples.
 Formative assessments in online training can be
used at periodic intervals to check learners’
understanding of a topic, provide feedback, and
additional learning resources.
 Let learners benefit
from the social genius
of other learners by
facilitating social
learning.
 The forms that can be
leveraged to complete
this function could be
◦ Q&A sessions and group
activities in the
classroom.
◦ Discussion cum
Experience talk
 Self reporting Techniques
 Call back sessions
 Follow-up mechanism
 To fight the forgetting curve
THANKS A LOT
FOR YOUR
Concerns and Motivation
Dr. J. N. Baliya
9419160128/7006606144
jnbaliya2015@gmail.com

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Challenges in Design of Training final.pptx

  • 2.  whether training is needed ?  identify organizational context…….  performance analysis or “gap” analysis  Frame overall objectives for a training course!
  • 3.  Training Programme should fulfil the need of the target group as well as the needs of the individual participant.  The training program should prepare the audience for some specific knowledge ,skill and attitudes.  The training program needs to reflect the desirable progression in due course of time w.r.t content, time and skill attainment.  As every hour in it is counted so training programme to be designed systematically Principles Individuality Specificity Progression Systematic
  • 4.  This part of the designing asks you to consider the following things: ◦ What kind of training is needed? OR ◦ Can we say that what training needs have you identified? ◦ Who is the target audience for training ? ◦ Training Progamme should encompass all the three learning domains namely Cognitive, Affective and Psychomotor.
  • 5.  To structure the training intervention in a way that learning objectives are met: - by Framing  Specific  Measurable  Achievable  Relevant  Time-oriented
  • 6.  Using information derived from the needs assessment Identify and develop the content for your training program. What training methods will you use? As you develop content, consider how you will evaluate participants learning. How are the training methods related to the needs of the trainees ? Note down your layout discussion of training methods and outline of content.
  • 7.  What needs to be taught? ( as per the trainees needs and type of training whether it is Orientation, Refresher or FDP).  How will you sequence the information? From General to Specific/ Specific to General. Experiential Activity before Content Theory to Practice Good collaboration of variety of activities. Closing to be more reflective in nature.
  • 9.  What is the best way to get your message across?  Is web-based training more appropriate, or should mentoring be used?  How many face-to-face sessions need to be kept ?  Most training programs will include a variety of delivery methods.
  • 10.  Capital Budgeting : How much money do you have to spend on this training for:  Physical Resources  Financial Resources  Technological Resources  Human Resources  Time Budgeting : How much time limit has to be given to each session in terms of different themes.  Whether Training will be done on per day/per week/ month wise time has to be decided.
  • 11.  Will the training be self-paced or instructor led?  What kinds of discussions and interactivity can be developed in conjunction with the training ?  Collaborative /cooperative learning strategies need to be adopted?  Support system for Resource Persons /Moderators /Task leaders ?
  • 12.  How long will it take to develop the training?  Is there a deadline for training to be completed?  Linear Model/Cyclic Model ?  Attainable time slots / Contours .
  • 13.  How will you know if your training worked?  What ways will you use to measure this? ◦ By having perception and reflection of the audience. ◦ Participants Satisfaction with the training program ◦ By knowing the applicability of the skills and content of the programme
  • 14.  To gain and hold learners’ attention ◦ Some ways to capture Learners’ attention: 1. Introductory Exercises 2. Interesting Visuals 3. Initial Case Problem (around which lecture is structured) 4. Test Questions 5. Preview of the content 6. On spot Challenges 7. Illumination Exercises 8. Collaborative/group discussions
  • 15.  Abstract concepts are more difficult to teach as they are invisible and intangible. For example, a leadership training program might involve abstract concepts.  to enhance learner engagement is to include interactivities that facilitate active learning.  Icebreakers,  hands-on practice exercises,  demonstrations,  role plays, etc.,
  • 16.  Instructor-led training, the instructor can give instant feedback to learners by asking questions.  If the instructor senses that learners haven’t understood certain content, they can supplement it with further explanation or examples.  Formative assessments in online training can be used at periodic intervals to check learners’ understanding of a topic, provide feedback, and additional learning resources.
  • 17.  Let learners benefit from the social genius of other learners by facilitating social learning.  The forms that can be leveraged to complete this function could be ◦ Q&A sessions and group activities in the classroom. ◦ Discussion cum Experience talk
  • 18.  Self reporting Techniques  Call back sessions  Follow-up mechanism  To fight the forgetting curve
  • 19. THANKS A LOT FOR YOUR Concerns and Motivation Dr. J. N. Baliya 9419160128/7006606144 jnbaliya2015@gmail.com