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UNIT III
Design and organizing
Training programs
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Training Objectives
Employees learn best when they understand the
objective of the training program.
The objective refers to to the purpose and
expected outcome of training activities.
Training objectives based on the training needs
analysis help employees understand why they
need the training.
Objectives are useful for identifying the types
of training outcomes that should be measured
to evaluate a training program’s effectiveness.
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A training objective has three components:
A statement of what the employee is
expected to do (performance or outcome).
A statement of the quality or level of
performance that is acceptable (criterion).
A statement of the conditions under which
the trainee is expected to perform the
desired outcome (conditions).
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Training administration involves:
Communicating courses and programs to
employees
Enrolling employees in courses and programs
Preparing and processing any pre-training
materials such as readings or tests
Preparing materials that will be used in
instruction
Arranging for the training facility and room
Testing equipment that will be used in
instruction
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Training administration involves:
(continued)
Having backup equipment when equipment
fail
Providing support during instruction
Distributing evaluation materials
Facilitating communications between
trainer and trainees during and after training
Recording course completion in the
trainees’ records or personnel files
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How Trainers Can Make the Training Site and
Instruction Conducive to Learning:
Creating a
Learning Setting
Preparation
Classroom
Management
Engaging Trainees
Managing Group
Dynamics
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Program Design
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Eight steps for effective training 3-8
programs
Step 1:
Define purpose of training and target
audience
Be clear about what your training needs
hope to accomplish; prioritize
Be clear who your target audience will be.
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Step 2: Determine Participants’ needs
The more accurately you know the needs of your participants
the better your training design will be. Find out their needs
and expectation by:
• Get participants to complete a brief, written survey
• Survey a random sample of participants
Ask them:
- current roles and responsibilities
- previous training on this topic
- reasons for attendance
- specific needs and expectation of event
Review past evaluation and feedback forms
Collect information early and use it to design your training
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Step 3: Define training objectives
Clearly defined objective provide criteria for:
Clarifying expect outcomes
Outlining training content
Planning specific training activities
Selecting/developing material
Designing evaluation procedures
Communicating program intent to participants & others
Ensuring training is realistic and appropriate
Develop overall and segment (lesson) objective
Present them to participants at start of each segment.
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Step 4: Outline training content
Trainings gives 3 components: an introduction; a
learning component and a wrap-up and evaluation
component.
Introduction: Establish a positive learning environment;
stimulate interest; reduce anxiety and build bonds.
Include some content into introductory activities
Learning component: Concepts and ideas taught and
explored; skills demonstrated, practiced and discussed.
Wrap-up and evaluation component: Here ‘pull it all
together’. Highlight essential learnings; summarize
central concepts and themes; describe next steps. Open
up for questions, concerns, feedback.
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Step 5: Develop instructional activities
• Organize activities so that outcomes identified are
achieved. Activities should have an introduction, a main
segment and a wrap-up segment.
• Effective training design takes into account principles of
adult learning; group size; participant learning style;
prior experience/education level of participants, type of
skill or information to be presented, and so on.
Strategies that promote active learning include
brainstorming, games, mini-lectures, small work groups,
simulations, role-playing, case studies, etc.
Remember you need to develop resource materials,
e.g.,handouts, case studies, questionnaires etc.
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Step 6: Prepare the written training design
• Write a detailed plan of the training session,
including goals and objectives; the sequence of
specific learning activities and time allotted to
each; directions and key points to cover for
each activity, and the trainer who will be
responsible for the activity.
• Consider the skill, expertise, training style, and
comfort level of each trainer and who will lead
different sections.
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Step 7: Prepare participant evaluation form
Evaluation determines if the training has achieved its
objectives and to identify what needs to be improved.
The evaluation form should ask the following:
Did participants acquire the skills and knowledge they
were supposed to?
Were the trainers competent?
Were the activities interesting and effective?
Was the training format appropriate?
Was the training on this topic adequate?
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Step 8: Determine follow-up activities for the event
Follow-up activities provide continued support and feedback.
Prepare follow-up activities as you develop your training design
and these activities should make participants reflect on what
they have learned and the process of implementation. Some
activities include:
Newsletters and website postings
Peer observation and coaching
Mentoring
Study groups
Ongoing communication between participants and trainees
Follow-up activities require more resources but increase the
likelihood of significant learning occurring.
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Planning/preparation checklist for facilitators
List qualities of your best trainer/facilitator; identify
your weak points and try and improve
Work as a team and assign roles: presenter,
facilitator, note-taker, logistics person, etc.
Arrange for a suitable venue and ensure you have
all visual materials, e.g., paper, pens, flipchart
needed and check your audio-visual aids
Ensure fieldwork dates convenient for people
Prepare well and rehearse
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Good techniques/practices for training
Relax and energize participants and facilitate name
learning; use an ‘ice-breaker’
Ensure everyone knows aims and objectives of workshop
Get a sense of participants level of knowledge and
expectations
Agree to ‘rules’ of workshop: mutual respect; one speaker
at a time; no mobile phones; punctuality, etc.
Use a variety of communication methods and visual aids
Start everyday with a recap of the previous day
Always build in an evaluation of the training for future
improvements
