Training Design

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Training Design
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Design phase

• Why is training needed?
• Who will be trained?
• What are the training objectives and what methods
  will be used?
• When and where will training take place?
• What are the principles that will be used to
  facilitate the learning of the material and its
  transfer of the job?

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Decision to be made after TNA

• What will the training achieve
• What methods of training will be used
• How much time will be allotted for the training
• How many trainees will be trained at the same
  time
• Whether this training time will be conducted on
  company time or overtime
• Whether the training will be voluntary or
  mandatory
• Where to locate training

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Organizational Constraints

• Organizational/Cultural Constraints
• Budget Constraints

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Examples

• Proposal for developing a One day workshop on
  Effective Communication

Action Time (Days) Rate Total Amount
Interview relevant employees to determine issues and content to develop training 1 1000 1000
Develop objectives and plan for developing training, strategies to be developed for instructions etc 2.5 1000 2500
Develop training material 8 1000 8000
Develop visual aids and evaluation material 2.5 1000 2500
Miscellaneous 1400
Total 15000
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Developing Objectives

• Creating Objectives
• Which performance gaps can and should be
  addressed by training
• Which KSAs need to be learned so that job
  behaviour is performance deficiencies are reduced
  or eliminated
• Writing a good learning objective
• Desired outcome Behavior
• Conditions
• Standards

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• The formula for writing the objective
• Write out the desired behavior
• Now add conditions under which the behavior must
  be performed
• Finally, it needs to be known what standards for
  success will be used.
• KSAs
• Attitudes
• Purpose statements

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Why use training object?

• Waste of valuable time
• Inhibited flexibility
• Focus moved from other areas
• Unrealistic for management training and other
  soft areas of training
• Not practical in todays workplace

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Facilitation of Learning Focus of the Trainee

• Individual differences in KSAs
• Differences in learning styles
• Senses versus Intuitive Learners
• Visual versus verbal Learners
• Sequential versus Global Learners
• Active versus Reflective Learners
• Whats a trainer to do?

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Motivation of trainee

• Expectation towards training
• Expectancy theory Implications
• Implications from Conditioning and Reinforcement
• Classical conditioning
• Operant conditioning
• Goal Setting
• Goal Oreintation