The document outlines a comprehensive training process that involves planning, conducting, and evaluating user training programs. It emphasizes the importance of identifying training needs, developing training plans, and utilizing various methods for effective training delivery and assessment. Key elements include establishing objectives, preparing materials, conducting the training, and reporting on the outcomes to ensure continuous improvement in knowledge and skills within the organization.

1. Conduct / Facilitate User
Training
 Unit-One: Planning and facilitating Training System

2. Plan ICT Training System (01)
Identify IT System Training Needs (02)
Implement Training Change (03)
Monitor And Review Implementation (04)
Outlines
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3. Training
What is training?
 Training refers to teaching and learning
activities carried out with the intention of helping
an individual to acquire and apply knowledge,
skills, abilities and attitudes needed to affect
a desired change.
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4. Training…
What is training?
 Training may not necessarily be carried out as
a formally organized program.
 Whenever a supervisor instructs a junior staff,
gives directions, or discusses procedures, s/he is
training.
 Thus, training may be conscious or
unconscious, but all training contributes to
improvement of a person’s knowledge and skills.
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5. Training…
Uses of training
 Training can reduce or eliminate the gap
between actual performance and an organization’s
needs.
 It does so by changing the behavior of individuals,
by giving them the knowledge, skills, or attitudes
that they need to perform to the required standard.
Changing behavior then is the function of training
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6. Training…
Uses of training…
 Lack of practical skills, lack of experience in the
field, inadequate knowledge, or improper attitudes
can
hinder an organization’s operation.
 Training can solve a variety of problems which
may affect the performance of individuals in an
organization.
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7. Training…
Training can help an individual:
· Improve his/her knowledge and skills
· Improve his/her interpersonal communication skills
· Develop new skills or knowledge in specific area
· Improve quality of service delivery
·Satisfy the community being served, and in return
be satisfied by results
· Meet the desired level of performance
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8. Training…
Training
Training includes both directed training and workplace
training.
Directed training can be delivered inside or outside the
workplace. It consists of planned and structured training
which is insulated from immediate operational job
pressures.
Workplace Training one the other hand is planned and
structured training carried out under normal operational
job pressures.
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9. Planning IT training…
What is a Training Plan?
1. A training plan is a framework which shows the
general structure of training content designed to meet
specified objectives.
2. The Training plan is a detailed statement of the items
to be addressed when designing any block of training.
3. The Training plan takes into account such items as
training aim, objectives, approach,
equipment/materials to be used, etc
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10. Planning IT training…
Training Plan – The Benefits
 The plan is a practical working document to be
used by all those involved in developing,
implementing, monitoring and funding training
programs.
As an aid to developing training programs,
 As an aid to implementing training organization
of training programs.
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11. Planning IT training…
Training Plan – The Benefits…
 As and aid to monitoring training programmes,
it provides a standard format to review
programmes assure consistency assist validation
processes.
 As an aid to funding training programmes, it
contains information required by funding agencies
assists in purchasing and utilization of resources
provides comparison of program performance in
different locations
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12. Planning IT training…
Training Title
The training title should:
 Clearly identify the
programme/course/module/unit
Be specific to the training
content
 Be included on all written materials produced
for the training.
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13. Planning IT training…
Training Aim
 The rationale for the training i.e. the reasons why
the training programme has been designed should be
stated.
 A broad general statement should be included
describing the proposed programme and what it is
expected to achieve.
 It should clearly indicate expected outcomes of
the training in terms of trainee opportunities.
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14. Planning IT training…
Outline Training Plan
Should illustrate by means of a diagram
The titles of the modules of training
Their sequence of delivery
 The balance of time (in days/weeks) allocated
to direct and workplace training in each module
as relevant
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15. Training Duration
 Should indicate the total time allocated
to the training in terms of hours per week
and number of weeks.
 The duration of all main elements
including workplace training and directed
training, as appropriate, and the assessment
time should be clearly shown.
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16. Training Facilities
 Should list capital equipment, non-
capital tools and equipment, and
consumables required location
specifications for directed and workplace
training, as appropriate, to include
workshop and / or classroom requirements
special facilities appropriate to the
particular training
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17. Steps In preparing Training
STEP 1: ESTABLISHING A NEEDS ANALYSIS.
This step identifies activities to justify an investment for training.
The objective in establishing needs analysis is to find out the answers to
the following questions:
◦ "Why" is training needed?
◦ "What" type of training is needed?
◦ "When" is the training needed?
◦ "Where" is the training needed?
◦ "Who" needs the training? and "Who" will conduct the training?
◦ "How" will the training be performed?
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18. Steps In preparing
Training…
STEP 2: DEVELOPING TRAINING PROGRAMS AND
MANUALS.
 This step establishes the development of current
job descriptions and standards and procedures.
 Job descriptions should be clear and concise and
may serve as a major training tool for the identification
of guidelines.
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19. Steps In preparing
Training…
STEP 3: DELIVER THE TRAINING PROGRAM.
 The training technique must be decided
 One- on-one training
 On-the-job training
 Group training
 Seminars and
 workshops are the most popular methods
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20. Steps In preparing
Training…
STEP 4: EVALUATE THE TRAINING PROGRAM.
 This step will determine how effective
and profitable your training program has
been.
 Evaluation is the process of gathering
information and assessing the value of a
given program against established goals and
objectives.
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21. Training Plan
Template
1. GENERAL INFORMATION
2. Purpose
3. Scope
4. System Overview
5. Project References
6. Acronyms and Abbreviations
7. Points of Contact
1. Information
2. Coordination
8. General Training Prerequisites
9. TRAINING APPROACH
10. Training Requirements
11. Roles and Responsibilities
12. Techniques and Tools
13. Training Prerequisites
14. Training For Revised Office Procedures
15. Schedule
16. Curriculum(Topics to be covered)
17. EVALUATION
18. Metrics
19. Strategy
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22. Preparing
Training
1. Prepare a user training presentation for the following one project out
of three.
i. How to login to a computer and how to access shared resources
(support using screenshot)
iii.
ii. How to diagnose and troubleshoot network problem (support using
screenshot)
How to access default webpage www.google.com and
recommendation for PC security (support using screenshot)
Note: Prepare user training presentation using Microsoft office Power Point 2007 or above.
The presentation slide number should 5 or above. The presentation must include, but not
limited to, the following.
 Cover page, Title and Introductory part
 The objective/Purpose/ of training
Individual
Assignment
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23. Conduct / Facilitate User
Training
Unit-Two: Training Needs
2019

24. Identifying Training needs
 Training needs analysis process is a
series of activities conducted to identify
problems or other issues in the
workplace, and to determine whether
training is an appropriate response.
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25. Identifying Training needs
Methods of Identifying Training Needs
 Training needs will differ with the backgrounds of
the employees to be trained, and their present status in
the organization.
 Basically, a candidate for training may come from any one
of three groups :
New hires
Veteran (Experienced person/Expert) employees
Trainees currently in the training pipeline ( currently in the
training program )
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26. Determining Specific Training
Needs
Techniques for Determining Specific Training
Needs
 There are a number of practical methods you
can use to gather data about employees’
performance.
 Each works well in given circumstances;
therefore, you must determine which be the best for
you.
 Always use at least two, if for no other reason
to validate your findings. 26

27. Determining Specific Training
Needs
1. Observation
 In this approach, an employee’s performance itself
is you source of information.
 You evaluate a worker’s performance through
first- hand observation and analysis.
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28. Determining Specific Training
Needs
2. Interviews
 The use of interviews in conducting the needs analysis
is strongly urged.
 The prime value of interview guides is that they ensure
the same types of data from all sources.
 This allows you to determine whether a piece of
information is one person’s opinion, or part of a widespread
perception.
 Since the interview guide forces you to ask each worker
a number of predetermined questions, you must select
those questions that are essential to what you are trying to 28

29. Determining Specific Training
Needs
3. Questionnaires
A questionnaire is a sort of interview on paper.
 You create your own questionnaire by writing
down all the questions you want employees to
answer for you. Then you mail it to them and await
their responses.
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30. Determining Specific Training
Needs
4. Job Descriptions
 Before establishing a job description, a job
analysis must be made.
 This job analysis involves a thorough study of
all responsibilities of the relevant job.
 It is company wide in scope and should be detailed
to such a degree that those conducting the training can
use the job analysis as a yardstick for their course
content.
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31. Determining Specific Training
Needs
5. The Difficulty Analysis
 The Difficulty Analysis establishes which of the
duties cause the employee the greatest amount of
troubles and how this trouble can be reduced through
better training.
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32. Determining Specific Training
Needs
6. Problem Solving Conference
 Another time-tested technique for gathering needs
analysis material from employees is to conduct periodic
problem solving conferences which may take the form
of or be part of a plan for a new product, task or
technology, or tied in with a training program It is
always helpful to utilize an outside consultant to
moderate such sessions.
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33. Determining Specific Training
Needs
7. Appraisal(assessment) Reviews
 During the periodic counseling
performance interview, an employee should
be questioned regarding the duties and training
of a worker.
 Comments rendered/reduced during the
appraisal interviews normally are genuine/honest,
and can frequently assist in establishing the needs,
variations and penetrations that a training program
should include.
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34. Determining Specific Training
Needs
8. Drive Pattern Identity
 The extent of an employee’s development depends on
his motivations.
 Identifying the forces that cause an employee to behave in a certain
way may be useful in determining his individual training needs and how
to stimulate his desire to fulfill that need.
 An analysis of this kind, for example, may determine that the employee
has an urgent need for self-confidence. His individual program should be
made to stress the importance of attitude, skills etc., and any other assets
that would give him this self- confidence.
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35. Determining Specific Training
Needs
9. Analysis of Organizational Policy
Organization policy will affect the amount of training offered.
 An explanation of various policies should be covered in the
training program. Of particular concern are those policies that
involve change, alteration and major revamping of training
programs. In organizations undergoing merger activity,
product diversification and new penetration, a great deal of
sensitivity must be placed on policies today and expected
changes in the future.
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36. Conduct / Facilitate User
Training
 Unit-Three: Implement Training Change

37. Allocating Resource For Training
Training materials
The trainer should prepare a list of training materials and purchase
them before the training starts.
 The materials required will depend on the resources available and
the type of training. Generally the materials required include:
a. Writing pads
b. Pens/pencils
c. Flipcharts/ newsprint and markers
d. Masking tape
e. File folders
f. Photocopying paper
g. Stapler and staples
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38. Allocating Resource For Training
Selecting and Preparing Audiovisual Aids
 If any equipment e.g. overhead projector, TV and
deck, films are to be used, buy/borrow and test them
before the beginning of the training program.
Photocopy handouts before the training.
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39. Giving Training
 Use appropriate methodologies to keep
the participants involved and learning.
The process of adult learning should be fun.
 A fun learning environment lends to
the achievement of the training
objectives.
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40. Conduct / Facilitate User
Training
Unit-Four: Monitor and review implementation

41. Components Of A Training Report
 Reports are often written at the end of a training program
to inform administrators,
 Donors and others about the training activity that
has occurred. Many organizations
Have their own requirements for such reports.
 A good training report should include both facts (e.g. the
names of participants) and the qualitative information (e.g.
recommendations and next steps for future actions, which
were reached during the training).
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42. Components Of A Training Report…
What is contained in a training report?
The contents of a training report include:
◦ The Summary - A wrap up of the
entire training report. (1 ½ pages)
◦ Introduction - The background
information for the training (#
pages?)
◦ Purpose of the training
program – Why was the training
was held?(# pages?)
Training goal and objectives – What
was the intended output of the training,
and how it was
to be achieved?(# pages?)
Participants – How many participants were expected and how many attended? Also,
participants’ names, organizations, and locations.
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43. Components Of A Training Report…
What is contained in a training report?...
Products– A description of products, if applicable. The products are reports,
documents, materials, etc produced by the participants during the training.
Participants’ evaluation – A summary of the evaluation of the training program.
Facilitators’ evaluation - Findings, conclusions, observations, and lessons
learned
Recommendations – Proposal for future actions based on what transpired during
training, as well as the participants’ and trainers’ evaluations. Next steps – Plans for
the future, if applicable or a follow up plan Financial report – How much money was
spent on the activity
(This may not be a trainer’s responsibility if hired from outside the organization, but
the organization should attach their expenditure report to the trainers’ report.)
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