Welingkars Distance Learning

Division

Effective HR

CHAPTER-4
Designing Training Programs

We Learn A Continuous Learning For

 Objectives
After completing this chapter, you
should be able to:
Know the meaning and significance of
training design.
Know the various training design models
Identify the factors to be taken into account
for designing a training program.
Understand the motivational dynamics of
trainees.
Understand the process of training design.
Meaning and significance of training
design
After assessing training needs, the training
manager will come to know whether training is the
right solution to the performance or compliance
problem.
If training is seen as solution to the problem, then
the training process moves to the next stage
designing a program.
Designing successful training programs requires
not only a thorough understanding of the training
problem, but also a well-stated definition of the
results to be achieved & a thought out plan for
achieving those results.
Meaning and significance of training
design
Design is a planning activity which in
the context of training, refers to
the framework for analyzing a training
problem, defining the intended outcome,
determining how to present the content to
learners to achieve those outcomes,
developing the training course according to
the design, implementing the course,
evaluating its effectiveness and
devising follow-up activities.
Meaning and significance of training
design
Training designers will have to consider certain
important factors from three perspectives before
designing a program and the three perspectives
are
cost, availability and appropriateness.
Training designers will have to answer the
following questions -
What materials will be required to implement the
program in a particular way?
What media will be used?
What specialized expertise will be required for
implementation of this design?
Meaning and significance of training
design
The basic elements of an effective
training design are:
It is learner-focused
It should be based on identified needs
It has measurable objectives
It is goal oriented
It is time bound

It has taken into account the resource

constraints and availability.
Meaning and significance of training
design
Training design is nothing but a
training plan and involves three
activities
Stating the training objectives
Identifying the learning activities as well
as methodologies
Sequencing the activities in which they
have to be held for meaningful learning.
 Training design models
Designers of learning programs should first
explore existing models before starting to
design.
Below are two training models that training
managers use while designing training
programs
Instruction system development model
Transitional model
We will discuss these in brief in the
subsequent slides
 Training design models
Instruction system development
model
 Training design models
The Instructional System Development model
comprises of five stages:
1. Analysis
This phase consist of training need assessment, job
analysis, and target audience analysis.
2. Planning
This phase consist of setting goal of the learning
outcome, instructional objectives that measures
behavior of a participant after the training, types of
training material, media selection, methods of
evaluating the trainee, trainer and the training program,
strategies to impart knowledge i.e. selection of content,
sequencing of content, etc.
 Training design models
The Instructional System Development model
comprises of five stages:
3. Development
This phase translates design decisions into training
material. It consists of developing course material for
the trainer including handouts, workbooks, visual aids,
demonstration props, etc. course material for the trainee
including handouts of summary.
4. Execution
This phase focuses on logistical arrangements, such as
arranging speakers, equipment benches, podium, food
facilities, cooling, lighting, parking, and other training
accessories.
 Training design models
The Instructional System
Development model comprises of
five stages:
5. Evaluation
The purpose of this phase is to make sure
that the training program has achieved its
aim in terms of subsequent work
performance.
This phase consists of identifying strengths
and weaknesses and, making necessary
amendments to any of the previous stage in
order to remedy or improve failure practices.
 Training design models
Transitional model
Transitional model focuses on the organization as a
whole.
The outer loop describes the vision, mission and
values of the organization on the basis of which
training model i.e. inner loop is executed.
The mission, vision, and values precede the
objective in the inner loop.
This model considers the organization as a whole.
The objective is formulated keeping these three
things in mind and then the training model is further
implemented.
 Training design models
Transitional
model
 Training design models
Transitional model
Vision
focuses on the milestones that the
organization would like to achieve after the
defined point of time
Mission
explain the reason of organizational
existence.
Values
is the translation of vision and mission into
communicable ideals.
 Factors to be considered for
designing a training
Learning styles
Previous experience
Nature of learning
Previous knowledge, skills and position in the hierarc
Resources
Business or organizational purpose
The training manager has to take several aspects in
Trainee characteristics
 Motivational dynamics
The training manager will also need
to tailor the contents and teaching
style to the motivational dynamics of
trainees.
Most trainees go through three
phases of motivation as under:
1. Initial stage:
Here, the trainees primary learning goal is
getting started and learning enough
material to proficiently handle the routine
tasks
 Motivational dynamics
Most trainees go through three phases of
motivation as under:
2. Intermediate stage:
Learners have mastered routine tasks and gained
confidence. They want to learn how to handle
routine tasks more efficiently and how to handles
some less common tasks.
3. Matured stage:
At this stage, the learning attains a kind of maturity
and trainees feel humble to be learned people. This
is a realization stage and most trainees are aware of
the limits of their capabilities
 Motivational dynamics
Training managers should also consider
the learning styles of people.
Such styles can be classified as
Dependent learners - prefer instructor led
approach
Collaborative learners prefer learning by
group work practice
Independent learners who want to learn
on their own, whether facilitated or not by
the trainer.
 Process of training design
Designing a training program involves a
series of steps from identifying the learning
objectives, determining the training content,
deciding the methodologies, selecting the
learning activities, defining evaluation
criteria and to specifying follow-up activities.
Even though it is the standard sequence of
activities, training managers may have some
variations depending upon the situations.
 Process of training design
Identifying the training objective
Training objectives are of great
significance from a number of
stakeholder perspectives:
Trainer
 Process of training design
Determining training content
The major activities involved in the
action plan are:
Identifying the program contents and
activities.
Dividing program contents into sub-topics.
Segregating the contents and activities into
knowledge, skill, and attitude related
Organizing the content sequentially.
 Process of training design
Selecting training methods
Training methods can be broadly
classified into two groups
On the job approaches like job instruction
training, job rotation, coaching, mentoring,
etc.
Off the job approaches like classroom
training, seminars, workshops, etc.
 Process of training design
Identifying learning activities and
developing lesson plan
There are some basic rules for
developing lesson plans:
There should be proper sequencing of
learning.
The training manger should prepare an
instructor guide
The training manager should ensure that the
morning sessions are used for difficult
topics, subject to proper sequencing
 Process of training design
Defining evaluation criteria
Training design is
incomplete if it does not
contain evaluation
criteria
The objectives of the
evaluation are to see
how far the training
program was effective enough in meeting
the training objectives.
 Process of training design
Specifying follow-up activities
Following questions while specifying
follow-up activities and has to find
answers for them in advance:
Whom can the trainee ask if he requires any
guidance while practicing at workplace?
What should the trainee do for his part to
master the taught skills?
Can those trainees who fail to meet the pre-
determined standards of performance be
retrained?