Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
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Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Management development plays a vital role in human resource management. Because of the changes in organizational goals, technological advancements, etc efficiency of existing managers should be updated. Management Development Programs bring efficiency in managerial personnel.
Management Training requires Assessment and Analysis which is explained in Effective HR. This presentation explains the significance of ‘needs analyses’ in training. Understand various types of training needs and the processes involved in Training Analysis, know the components of a training Needs Assessment and the methods for collecting data.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
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HRM - UNIT-3 notes BBA Osmania University, DEVELOPING
HUMAN RESOURCES, Concept Of Training & Development, Role Of Training & Development, Determining Training and Development Needs, Select T&D Methods, Factors Influencing Employee T&D, Reasons to Conduct Management Training Inside of the Company, Designing Training Programs, Process of Training design, Career Planning, Career Anchors.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Management development plays a vital role in human resource management. Because of the changes in organizational goals, technological advancements, etc efficiency of existing managers should be updated. Management Development Programs bring efficiency in managerial personnel.
Management Training requires Assessment and Analysis which is explained in Effective HR. This presentation explains the significance of ‘needs analyses’ in training. Understand various types of training needs and the processes involved in Training Analysis, know the components of a training Needs Assessment and the methods for collecting data.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
HRM - UNIT-3 notes BBA Osmania University, DEVELOPING
HUMAN RESOURCES, Concept Of Training & Development, Role Of Training & Development, Determining Training and Development Needs, Select T&D Methods, Factors Influencing Employee T&D, Reasons to Conduct Management Training Inside of the Company, Designing Training Programs, Process of Training design, Career Planning, Career Anchors.
What is training program design model?
Training program design is the process of developing new training and development courses or lessons for employees. Designing training programs can spot skill gaps that need to be filled in order to improve employee performance
Training objectives- Training objective- Definition, Importance of training objective, Nut shell -Training objective must be “SMART”, Purpose of training objective, Determining the training objective, The Need of training objective, Training Objective types, Formulation of training objective, Key benefits of Training objectives, Characteristics of Good objective, Consideration for deciding objectives.
Explained are the 5 steps that are followed in designing a training session, and the various steps of planning and focus on the context of the Training session. This slide brought to you by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
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On the mountains of truth you can never climb in vain: either you will reach a point higher up today, or you will be training your powers so that you will be able to climb higher tomorrow.
- Friedrich Nietzsche
In this presentation, we will discuss the importance and understanding of Training and Development of employees in an organization. Types of training and understanding the steps in conducting a training program are also presented here in this presentation.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The tenth chapter of Effective HR deals with Training Evaluation and Management. Through this presentation know the significance of training and evaluation. Understand the training evaluation models and the methods of training evaluation. Donald Kirkpatrick’s training evaluation model is also discussed in the presentation.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
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Designing Training Programs
1. Welingkar’s Distance Learning Division
Effective HR
CHAPTER-4
Designing Training Programs
We Learn – A Continuous Learning Forum
2. Objectives
• After completing this chapter, you should be
able to:
– Know the meaning and significance of training
design.
– Know the various training design models
– Identify the factors to be taken into account for
designing a training program.
– Understand the motivational dynamics of
trainees.
– Understand the process of training design.
3. Meaning and significance of training
design
• After assessing training • Designing successful
needs, the training
training programs
manager will come to
requires not only a
know whether training is
thorough understanding
the right solution to the
of the training problem,
performance or
but also a well-stated
compliance problem.
definition of the results to
be achieved & a thought
• If training is seen as
out plan for achieving
solution to the problem,
those results.
then the training process
moves to the next stage
designing a program.
4. Meaning and significance of training
design
• Design is a planning activity which in the
context of training, refers to
– the framework for analyzing a training problem,
defining the intended outcome,
– determining how to present the content to
learners to achieve those outcomes,
– developing the training course according to the
design, implementing the course,
– evaluating its effectiveness and
– devising follow-up activities.
5. Meaning and significance of training
design
• Training designers will have to consider certain
important factors from three perspectives before
designing a program and the three perspectives are
– cost, availability and appropriateness.
• Training designers will have to answer the following
questions – What materials will be required to implement the program
in a particular way?
– What media will be used?
– What specialized expertise will be required for
implementation of this design?
6. Meaning and significance of training
design
• The basic elements of
an effective training
design are:
– It is learner-focused
– It should be based on
identified needs
– It has measurable
objectives
– It is goal oriented
– It is time bound
– It has taken into
account the resource
constraints and
availability.
7. Meaning and significance of training
design
• Training design is nothing but a training plan
and involves three activities —
– Stating the training objectives
– Identifying the learning activities as well as
methodologies
– Sequencing the activities in which they have to be
held for meaningful learning.
8. Training design models
• Designers of learning programs should first
explore existing models before starting to design.
• Below are two training models that training
managers use while designing training programs
– Instruction system development model
– Transitional model
• We will discuss these in brief in the subsequent
slides
10. Training design models
• The Instructional System Development model
comprises of five stages:
– 1. Analysis
• This phase consist of training need assessment, job analysis,
and target audience analysis.
– 2. Planning
• This phase consist of setting goal of the learning outcome,
instructional objectives that measures behavior of a
participant after the training, types of training material,
media selection, methods of evaluating the trainee, trainer
and the training program, strategies to impart knowledge i.e.
selection of content, sequencing of content, etc.
11. Training design models
• The Instructional System Development model
comprises of five stages:
– 3. Development
• This phase translates design decisions into training material.
It consists of developing course material for the trainer
including handouts, workbooks, visual aids, demonstration
props, etc. course material for the trainee including
handouts of summary.
– 4. Execution
• This phase focuses on logistical arrangements, such as
arranging speakers, equipment benches, podium, food
facilities, cooling, lighting, parking, and other training
accessories.
12. Training design models
• The Instructional System Development model
comprises of five stages:
– 5. Evaluation
• The purpose of this phase is to make sure that the
training program has achieved its aim in terms of
subsequent work performance.
• This phase consists of identifying strengths and
weaknesses and, making necessary amendments to any
of the previous stage in order to remedy or improve
failure practices.
13. Training design models
• Transitional model
– Transitional model
focuses on the
organization as a whole.
– The outer loop
describes the vision,
mission and values of
the organization on the
basis of which training
model i.e. inner loop is
executed.
– The mission, vision, and
values precede the
objective in the inner
loop.
– This model considers
the organization as a
whole.
– The objective is
formulated keeping
these three things in
mind and then the
training model is further
implemented.
15. Training design models
• Transitional model
– Vision
• focuses on the milestones that the organization would
like to achieve after the defined point of time
– Mission
• explain the reason of organizational existence.
– Values
• is the translation of vision and mission into
communicable ideals.
16. Factors to be considered for designing
a training
The training manager has to take
several aspects into account while
designing a training program:
• Previous knowledge, skills and
position in the hierarchy
• Learning styles
• Previous experience
• Business or organizational purpose
• Trainee characteristics
• Nature of learning
• Resources
17. Motivational dynamics
• The training manager will also need to tailor
the contents and teaching style to the
motivational dynamics of trainees.
• Most trainees go through three phases of
motivation as under:
– 1. Initial stage:
• Here, the trainee’s primary learning goal is getting
started and learning enough material to proficiently
handle the routine tasks
18. Motivational dynamics
• Most trainees go through three phases of
motivation as under:
– 2. Intermediate stage:
• Learners have mastered routine tasks and gained
confidence. They want to learn how to handle routine tasks
more efficiently and how to handles some less common
tasks.
– 3. Matured stage:
• At this stage, the learning attains a kind of maturity and
trainees feel humble to be learned people. This is a
realization stage and most trainees are aware of the limits of
their capabilities
19. Motivational dynamics
• Training managers should also consider the
learning styles of people.
• Such styles can be classified as
– Dependent learners - prefer instructor led
approach
– Collaborative learners — prefer learning by group
work practice
– Independent learners — who want to learn on
their own, whether facilitated or not by the
trainer.
20. Process of training design
• Designing a training program involves a series
of steps from identifying the learning
objectives, determining the training content,
deciding the methodologies, selecting the
learning activities, defining evaluation criteria
and to specifying follow-up activities.
• Even though it is the standard sequence of
activities, training managers may have some
variations depending upon the situations.
21. Process of training design
• Identifying the training objective
– Training objectives are of great significance from a
number of stakeholder perspectives:
• Trainer
• Trainee
• Evaluat
or
• Design
er
22. Process of training design
• Determining training content
– The major activities involved in the action plan
are:
• Identifying the program contents and activities.
• Dividing program contents into sub-topics.
• Segregating the contents and activities into knowledge,
skill, and attitude related
• Organizing the content sequentially.
23. Process of training design
• Selecting training methods
– Training methods can be broadly classified into
two groups
• On the job approaches like job instruction training, job
rotation, coaching, mentoring, etc.
• Off the job approaches like classroom
training, seminars, workshops, etc.
24. Process of training design
• Identifying learning activities and developing
lesson plan
– There are some basic rules for developing lesson
plans:
• There should be proper sequencing of learning.
• The training manger should prepare an instructor guide
• The training manager should ensure that the morning
sessions are used for difficult topics, subject to proper
sequencing
25. Process of training design
• Defining evaluation criteria
– Training design is
incomplete if it does not
contain evaluation
criteria
– The objectives of the
evaluation are to see
how far the training
program was effective enough in meeting the
training objectives.
26. Process of training design
• Specifying follow-up activities
– Following questions while specifying follow-up
activities and has to find answers for them in
advance:
• Whom can the trainee ask if he requires any guidance
while practicing at workplace?
• What should the trainee do for his part to master the
taught skills?
• Can those trainees who fail to meet the predetermined standards of performance be retrained?