Designing & Implementing

Training
Programme
Steps in Systems Approach to Training

Evaluation

Implementation
Sessions Designs

Setting Objectives

TNA

Trainee Analysis

Job Analysis PARAMJIT SHARMA 2

System Approach to Training Programmes

Job Analysis

Trainee Analysis
Training Needs
Assessment
TNA

Setting Training
Objectives Designing
Designing Training
Sessions Curriculum

Implementation
Conducting Training Course
Evaluation
and Examine Results
Global Model of the Management Development Cycle

Needs Objective Programme

Assessment Design
Setting
1 3
2

Evaluation & Programme

Follow Up Implementation
5 4

4
 Need Analysis-- worksheet

What is Desired ? What actually Gaps in Training Priority

1 Exists ? 2 1 and 2 Required 1..2…3…4…

6Summarize Training Priorities

5
 TRAINEE NEED ANALYSIS

RESPONSIBILITY TASKS KNOWLEDGE/

SKILL

•To write cash book 04 02

Maintenance
of Proper books of •To write ledgers 04 01
Accounts & prepare
Annual statements
•To prepare TB 03 01

•To prepare PL/BS 03 01

•To propose distribution

of surplus 01 00

PARAMJIT SHARMA 6
 Designing Training Sessions
Deciding the Title of the Programme
Deciding objectives of the Programme
Deciding the Duration of the Programme
Deciding the Headings/Topics
No of Sessions required to cover the Topic
Deciding the learning objectives of sessions
Deciding the sequence for sessions
Determining the learning Methods
Preparing/Adapting/Choosing supportive materials
Selecting Training Methods for each Session
Preparing Daily Time Table of the Programme
Physical Arrangements like Class Room, Hostel….other Resources
Conducting Programme
PARAMJIT SHARMA
 Programme Designing

Title of The Programme ……………………………………………………

Objectives of the Programme………………………………………………

Contents of the Programme

Sr No Topic Objectives No. of Sessions Training

Method & Materials Trainers
 Programme Schedule

Time &
trainers MON TUES WED THURS FRI SAT

9.30 to
11.00 AM What is
IBSAR

Trainer ……..
 Evaluation Defined

Evaluation means any attempt to obtain

information (Feedback) on the effectiveness of
a training programme and to assess the value of
the training in the light of that information
 Why Evaluate ?

1
Can be used for
assessing training
effectiveness

2
Can be used as training
Aid
Levels of Evaluation

1 Reaction Level
2 Learning Level
3 Job Behavior Level
4 Functioning level
Levels of Evaluation---reaction level

The trainees react to the training, form opinion

and attitude about trainer, methods of presentation,
the usefulness and interest of the subject matter,
involvement in training, facilities…………
 Levels of Evaluation- learning level

Trainees learn, acquire knowledge, skills, and

attitude about the subject matter of the training,
which they are capable of translating into behavior
within the training situation
Levels of Evaluation-job behavior

The trainees apply the learning in the form of

changed behavior back on the job
Levels of Evaluation—functioning level

The Changed behavior brings efficiency on work of

learners and his colleagues, subordinates and may
also reduce costs
Objective Setting and Evaluation

To establish a high level of involvement and interest (Reaction) in

order that trainees may effectively learn certain Facts, certain
Skills of salesmanship and certain attitudes towards the
salesman’s job ( Learning ) in order that they may use these facts
and apply these skills on the Job ( Job Behavior ) in order that
the quantity of sales may increase over a specified period
( Functioning )
Techniques of Evaluation
 1Reaction Level

I have found this session

Well Presented
Badly Presented
1 2 3 4 5

Totally stimulating
Totally
Unstimulating 1 2 3 4 5
2 Learning Level
3 Behavior on Job

•Activity Sampling
•Self-diaries
•Incidents Observations
•Self Recording of Incidents
•Appraisal by Superiors
 4 Functioning

•Increased productivity
•Increased Morale of subordinates
•Reduced Absenteeism
•Reduced Labour Turnover
•Reduction in Cost
 Individual Session Evaluation Sheet

Session no. and Title……………..

Session Trainer……………………………..

1 Objective Explained
poorly Clearly
2 Objective Achieved
No fully
3 Content
over simplified too Sophisticated
4 Participation Involvement
Too little too much
5 Leadership
Weak Overdone
6 Visual Aids
Poor Excessive

Any Suggestion-----------------------------------
?