The document outlines the key elements of designing an effective training program, including preplanning, implementation, and evaluation stages. It discusses important considerations like setting objectives, selecting appropriate training methods, and addressing constraints. Additionally, it identifies various factors that influence the transfer of training, such as practice conditions, individual differences, and motivation of trainees.

1. Training process and
Design

2. Training process
Preplanning
Planning
Implementation
Evaluation
Stimulus

3. Element of program design
• Program title
• Programme objective
• Contents of the programme
• Duration of the programme
• Topics of each session with session objectives
• Duration of each session
• Name of the lead faculty for each session
• Name of the guest speakers

4. • Date, time, duration, place and things to be
carried by the participants for the field visit
• Method of training to be adopted during the
program
• Training material if any, required for the training
program
• Date, time, duration of the valedictory session
• Name of the chief guest for leading the inaugural
and valedictory session

5. Important consideration design a
training
• Cover all contents of the training program
• Motivating/interesting training program
• Combination of training methods
• Simple to complex
• Logical sequence of attitude/knowledge/skill
• Divide into modules
• Break up

6. Factor affecting training design

7. Constraints in design
• Organizational/environmental constraints
• Trainee population

8. Type of cost involved in training
program
• Development cost
• Direct costs
• Indirect cost
• Overhead cost
• Participants compensation
• Evaluation cost

9. Type of objectives
• Trainee reaction objectives
• Learning objectives
• Transfer of training objectives
• organizational outcome objectives

10. Identify objectives
• Desired outcome
• Condition
• Standards

11. Writing objectives
• Write the “desired behavior”
• Add the condition under which the behavior
must occur
• It needs to be made clear the standard

12. Facilitation of learning
• Focus on the trainee
1. individual differences
- KSA, culture dimension, demography
2. Motivation of trainee
- Expectation towards training
- Conditioning and rainforcement
- Goal setting

13. Focus on training design
• Social learning theory
1. Attention
- Eliminating distraction
- Attracting attraction
2. Retention
- Activation of memory
- Symbolic coding
- Cognitive organization
- Symbolic rehearsal and answer for retrieval
• Strategic knowledge

14. Focus on training
• Positive transfer
• Zero transfer
• Negative transfer

15. Factor affecting transfer of training
• Condition of practice
- Mass vs spaced practice
- Whole vs part learning
- Over learning
- Maximize similarity
- Vary the situation

16. Organizing a training program
• Identification of need
- Data collection
- Data analysis
• Establishing training objectives
• Identifying training objectives
• Sequencing
• methods

17. Training implementation
• Administrative
arrangement stage
• Carrying out the
training stage

18. Training policies
• The training policy is the link between training
function and human resource planning
- Be precise and accurate
- Be proactive
- Facilitate selling of training to non-believers