Subject: THEORIES AND PRACTICES IN

TRAINING PROGRAMS

Code: PSYCH 123

COURSE DESCRIPTION

This course deals with the study of training & development and its strategic role in the
organization as it operates in a dynamic environment. Special focus is given to the review and analysis of
training and development policies/practices, identification of issues/problems to provide insights on how
to improve or reengineer the training and development functions. Emphasis is also given to the various
phases of training program development to equip students’ skills to critically analyze training programs
conducted in their respective agencies and to develop a training design for a specific group of employees.

COURSE OUTLINE

I. Introduction to Employee Training and ⮚ Instructional Emphasis for Learning

Development Outcomes
⮚ Training & Development: Key V. Needs Assessment
Components of Learning ⮚ Why is need Assessment
⮚ Designing Effective Training Necessary?
⮚ The Forces Influencing Working ⮚ Who should Participate in Needs
and Learning Assessment?
⮚ Snapshot of Training Practices ⮚ Methods Used in Needs
⮚ Adult Learners Assessment
II. Trainer’s Training ⮚ The Needs Assessment Process
⮚ False Assumptions ⮚ Competency Models
⮚ Preparing the Talk ⮚ Scope of Needs Assessment
⮚ Golden Rules in Public Speaking VI. Program Design
⮚ Bodily Communication ⮚ Considerations in Designing
⮚ Audio Visual Aids Effective Programs
⮚ Business Attire ⮚ Discussion of Training Proposal
⮚ Last Minute Preparation (Professor)
⮚ Checklist VII. Training Development
III. Strategic Training ⮚ Preparation
⮚ Learning as a Strategic Focus ⮚ Implementation
⮚ The Strategic Training and ⮚ Disposal
Development Process VIII. Traditional Training Methods
⮚ Organizational Characteristics that ⮚ Presentation Methods
Influence Training ⮚ Hands – On Methods
⮚ Training Needs in Different ⮚ Group Building Methods
Strategies ⮚ Choosing a Training Method
⮚ Models of Organizing the Training IX. Technology – Based Training Methods ⮚
Department Technology’s Influence on Training and Learning
⮚ Marketing Training ⮚ Computer – Based Training, Online
⮚ Outsourcing Training Learning
IV. Learning and Transfer of Training ⮚ ⮚ Web – Based Training, E – Learning
What is learning and what is ⮚ Social Media: Wikis, Blogs,
learned? Microblogs and Social Networks
⮚ Learning Theories ⮚ Blended Learning
⮚ Transfer of Training Theory ⮚ Simulations and Games
⮚ The Learning Process ⮚ Mobile Technology and Learning
 ⮚ Intelligent Tutoring Systems Analysis and Learning for Business
⮚ Distance Learning Enhancement
⮚ Technologies for Training Support ⮚ Increased Used of Training
⮚ Learning Management Systems: Partnerships and Outsourcing
Systems for Training Delivery, Training
Support, and Administration
⮚ Choosing New Technology Training
Methods
X. Training Evaluation
⮚ Reasons for Evaluating Training
⮚ Overview of the Evaluation Process
⮚ Outcomes Used in the Evaluation
Training
⮚ Determining Whether Outcomes are
Appropriate
⮚ Evaluation Practices
⮚ Evaluation Designs
⮚ Determining Return on Investment
⮚ Measuring Human Capital and
Training
XI. Employee Development and Career
Management
⮚ The Relationship Among
Development, Training, and Careers
⮚ Development Planning Systems
⮚ Approaches to Employee
Development
XII. Social Responsibility: Legal Issues,
Managing Diversity& Career Challenges ⮚
Legal Issues and Managing a
Diverse Workforce at Home and
Abroad
⮚ Cross – Cultural Preparation
⮚ Career Challenges Facing a
Multigenerational Workforce
⮚ Career Paths and Dual Career Paths
⮚ Career Recycling
⮚ Coping with Career Breaks
⮚ Coping with Job Loss
⮚ Meeting the Needs of Older
Workers
XIII. The Future of Training and Development ⮚
Increased Use of New Technologies for Training
Delivery
⮚ Increased Demand for Training for
Virtual Work Arrangements
⮚ Increased Emphasis on Speed in
Design \, Focus on Content, and
Used of Multiple Delivery Methods
⮚ Increased Emphasis on Capturing
and sharing Intellectual Capital
⮚ Increased Used of True Performance
Support and Social Learning
⮚ Increased Emphasis on Performance