Steps of redesigning training 1.

Awareness of Need  Training Department is made aware that training is required due to implementation of new system. 2. Specify Symptoms  Symptoms that function ‘X’ is required and people concerned do not have skills ‘X’.

3. Analyze Training Needs:  Required Skills – Existing Skills= Training Need

4. Define Existing Capabilities of Proposed Audience and Select Criteria  Course content should not only meet ‘median’ participant but participants above and below the median.  Selection Criteria keeps participants close to median to make material relevant to each participant. 5. Select Program Objectives and Define Specific Learning Objectives  Classify different types and levels of learning: KSA  Program Objectives:

 Determine needs of organization.  Needs of participants  Consider constraints to accomplish program objectives like course length, lecturing staff, facilities and fund, types of courses.  Need for flexibility to change if participants changes.

6. Build Curriculum  Is the Course of Content and Sequence  Develop course calendar Factors to be considered for calendar development:  Internationalization.  Boredom Potential.  Participant’s Culture Shock 7. Select Methods and Material

15. Involve Line Manager.  Methods to assess process during training. Personnel. 11. Review of Validated Training. Budget. Time) 9.  The minimum requirements for evaluation process:  Statement for Learning Requirement. 18.  Methods of validating training at the end of the event.  Level of skill of learners before training.  Long term approach to ensure learning is transferred to the job .  Methods of validating training at the end of the event. 17.  Methods to assess process during training. Medium and Longer-term Evaluation. Conduct Training.  Level of skill of learners before training. Line Manager’s Briefing. End of Course Validation and Action Planning. Make Environmental Preparations.8. Produce the Evaluation Instruments 12.  Long term approach to ensure learning is transferred to the job. Decide the Evaluation Methods:  The minimum requirements for evaluation process:  Statement for Learning Requirement. 14. 10. 13. Line Manager’s De-briefing. 16. Other Instructional Resources (Physical.

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