This document discusses the principles and design of training. It outlines key aspects of effective training such as structure, relevance, compatibility, and transferability. The goals of training are to bridge performance gaps and ensure proper results by providing the required skills. An effective training design includes the title, objectives, course outline, learning methodology, timeline, and evaluation method. Training benefits both the institution and trainees by providing direction, focus, increased motivation and efficiency. The success of training is evaluated to determine if participants acquired the needed knowledge and skills.

1. TRAINING DESIGN

2. Principles of Training Design
 Structure
 Openness and Flexibility
 Relevance
 Compatibility
 In-Process Evaluation and Feedback
 Transferability
 Cost-Effectiveness

3. Definition
 Training is a planned and systematic
effort to modify or develop knowledge,
skills, and attitudes to achieve effective
performance in an activity or range
of activities.
 Its purpose, in the work situation, is to
enable an individual to acquire abilities
(competencies), in order that he or she
can perform adequately a given task or job.

4. Goals & Objectives
 To bridge performance gap
 To receive proper results of training
plan
 To know required skills in the
Facilitator
 To know effectiveness of training
 To exhibit required skills in delegation

5. Need for Training Design
Training institution Trainee
• Blueprint • Cost efficiency
• Focus • Proactive learning
• Management
• Order

6. Outline of a Training Design
 Title
 Rationale of the Training
 Objectives of the Training
 Course Outline
 Learning Methodology
 Time Frames
 Dates and Venue
 Evaluation Method
 Resource Speakers/Persons
 Training Cost

7. Methods of Training
• •
FACILITATOR
LECTURER
Leader-centered Participant-centered
• Presentation-driven • Experience-driven
• Content-heavy • Application-heavy
• “Sage in Stage” • “Guide on the Side”
• “Tell everything you can • “Never do for learners
in time allotted” what they can do for
themselves”

8. Advantages of Training Design
 It provides direction to the trainees or
participants
 It gives more information concerning the
training program
 It keeps the trainer focused (especially on
the things that the trainees “must know”)
 Increased Employee
Motivation, Satisfaction, and Morale
 Increased Efficiency
 Reduction in Employee Turnover
 Increased Innovation in Strategies and
Products
 Risk Management

9. Evaluation
Some Issues To Address Through Evaluation:
 Did the participant acquire the knowledge and skills
that the training was suppose to provide?
 Were the trainers knowledgeable about training
content?
 Were the activities interesting and effective?
 Was the training format appropriate?
 Is more training on this or related topic needed to
support the participants in their work?

10. Training Cycle
Evaluation of Training Needs
Program Analysis
Conduct of Design of
Program Program