Misrak Poly-Technic College

LO3: Implement training change

Implementing a change in training involves practical steps to ensure that the proposed
adjustments are smoothly integrated and effectively contribute to the development of
participants and the organization. Here's a step-by-step guide:

1. Communication and Transparency:

 Clearly communicate the reasons for the training change to all stakeholders,
including employees, managers, and any relevant departments.
 Emphasize the benefits and how the change aligns with organizational goals.
2. Training Change Plan:
 Develop a detailed plan outlining the specific changes to be implemented,
including modifications to content, delivery methods, or assessment strategies.
 Clearly define roles and responsibilities for those involved in the change process.
3. Training Change Team:
 Form a dedicated team responsible for overseeing and implementing the training
change.
 Ensure that the team includes representatives from various departments to
provide diverse perspectives.
4. Pilot Testing:
 Conduct a pilot test of the new training program with a small group of
participants to identify potential issues and gather feedback.
 Use the feedback to make necessary adjustments before full-scale implementation.
5. Training Facilitator Briefing:
 If there are trainers or facilitators involved, provide them with thorough training
on the changes, ensuring they are well-equipped to deliver the updated content.
6. Participant Engagement:
 Actively involve participants in the change process. Provide them with an
understanding of why the change is happening and how it benefits them.
 Encourage open communication channels for participants to express concerns
and provide feedback.
7. Feedback Mechanisms:
 Establish or enhance feedback mechanisms to collect ongoing feedback from
participants during and after the training sessions.
 Use feedback to make real-time adjustments and improvements.
8. Monitoring and Evaluation:

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 Implement a system for monitoring the effectiveness of the training changes. This
could include regular assessments, surveys, and performance metrics.
 Evaluate the impact on key performance indicators established during the
assessment phase.
9. Continuous Improvement:
 Based on feedback and evaluation results, continuously refine and improve the
training program.
 Develop a culture of continuous improvement within the training team.
10. Resource Allocation:
 Ensure that the necessary resources, including time, budget, and technology, are
allocated appropriately to support the training change.
11. Documentation and Reporting:
 Document the entire process, including changes made, challenges faced, and
lessons learned.
 Regularly report progress and results to relevant stakeholders.
12. Support Systems:
 Provide support systems for participants who may need additional assistance in
adapting to the changes.

Remember that the successful implementation of training changes requires a balance

between structure and flexibility. Adaptability is key, as the training landscape and
organizational needs may continue to evolve. Regularly revisit and refine the training
program to ensure its ongoing relevance and effectiveness
3.1. Planning training schedule
Planning the training schedule is a crucial component of the overall training and
development process. A well-structured and thought-out training schedule ensures that
the learning objectives are met efficiently, and participants have a clear roadmap for
their development. Here are key considerations for planning a training schedule:

1. Define Training Duration:

 Determine the total duration of the training program. Consider factors such as
the complexity of the material, the level of interactivity, and the attention span of
participants.
2. Break Down Topics and Modules:
 Divide the training content into manageable topics or modules. This helps in
organizing the material and ensures that participants can grasp concepts
progressively.

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3. Consider Learning Styles:

 Take into account the preferred learning styles of the participants. Some may
benefit from shorter, more frequent sessions, while others may prefer longer, in-
depth sessions.
4. Allocate Time Based on Importance:
 Prioritize training topics based on their importance and relevance. Allocate more
time to critical concepts that require in-depth understanding.
5. Incorporate Breaks:
 Schedule regular breaks to prevent information overload and maintain
participant engagement. Breaks also provide opportunities for networking and
informal discussions.
6. Interactive Sessions:
 Integrate interactive sessions such as discussions, case studies, and practical
exercises throughout the training. These activities break monotony and reinforce
learning.
7. Consider Time Zones and Accessibility:
 If the training involves participants from different locations, consider time zone
differences. Opt for a schedule that accommodates the majority without causing
undue inconvenience.
8. Pre-Training Communication:
 Communicate the training schedule well in advance to participants. Provide clear
instructions on how to access training materials and any pre-work requirements.
9. Feedback and Adaptation:
 Incorporate feedback mechanisms into the schedule. Regularly assess how well
participants are grasping the material and be prepared to adapt the schedule
based on their needs.
10. Post-Training Support:
 If applicable, plan for post-training support sessions or resources. This could
include follow-up webinars, discussion forums, or access to additional learning
materials.
11. Assessment and Evaluation:
 Schedule assessments at appropriate intervals to gauge participant
understanding. This ensures that learning objectives are being met and provides
opportunities for reinforcement.
12. Flexibility:
 Build some flexibility into the schedule to accommodate unforeseen
circumstances or additional discussions that may arise during the training.

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13. Post-Training Review:

 After the training is complete, schedule a post-training review session to gather
feedback, discuss what worked well, and identify areas for improvement in future
sessions.

By considering these factors, you can create a training schedule that optimizes the
learning experience, accommodates participant needs, and contributes to the overall
success of the training program.

3.2. Prioritizing trainings and allocate resources

Prioritizing training initiatives and allocating resources effectively is crucial for
organizations to maximize the impact of their training and development efforts. Here
are key steps to prioritize trainings and allocate resources efficiently:

1. Assess Organizational Needs:

 Conduct a comprehensive analysis of organizational goals, challenges, and areas
for improvement.
 Identify the skills and competencies required to address current and future
organizational needs.
2. Align with Strategic Objectives:
 Prioritize training programs that align closely with the organization's strategic
objectives.
 Ensure that training initiatives contribute directly to the overall success and
growth of the organization.
3. Evaluate Urgency and Impact:
 Assess the urgency of training needs and the potential impact on organizational
performance.
 Prioritize high-impact training programs that address critical and time-sensitive
skills gaps.
4. Consider Regulatory and Compliance Requirements:
 Prioritize training programs that address regulatory compliance and industry-
specific requirements.
 Allocate resources to ensure that employees are well-versed in relevant
regulations and standards.
5. Review Employee Development Plans:
 Consider individual employee development plans and align training priorities
with career development goals.

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 Identify training opportunities that support career progression and succession

planning.
6. Assess Budget Constraints:
 Evaluate the available training budget and allocate resources based on the most
critical needs.
 Prioritize cost-effective training methods without compromising on quality.
7. Employee Feedback and Engagement:
 Gather feedback from employees to understand their training preferences and
needs.
 Prioritize training programs that are likely to be well-received and engaging for
employees.
8. Consider Technology and Innovation:
 Prioritize training initiatives that leverage innovative technologies to enhance
learning outcomes.
 Allocate resources to implement learning platforms, simulations, or other
technology-driven training methods.
9. Track Performance Metrics:
 Establish key performance indicators (KPIs) to measure the effectiveness of
training programs.
 Use performance metrics to continually assess the impact of training on
employee skills and organizational goals.
10. Prioritize Leadership and Managerial Development:
 Invest in leadership and managerial development programs to ensure a strong
and effective leadership pipeline.
 Allocate resources to support the growth and development of leadership skills at
all levels.
11. Adapt to Market Trends:
 Stay informed about industry trends and emerging skills required in the market.
 Prioritize training programs that align with market demands and keep the
organization competitive.
12. Continuous Monitoring and Adjustment:
 Regularly monitor the effectiveness of training programs and be ready to adjust
priorities based on changing organizational needs.
 Embrace a continuous improvement mindset to refine the training strategy over
time.

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By following these steps, organizations can strategically prioritize training initiatives and
allocate resources in a way that maximizes the impact on employee development and
overall business success. Regular reviews and adjustments ensure that training efforts
remain aligned with organizational goals and responsive to evolving needs.

3.3. Implementing training management plan and procedures

Implementing a training management plan involves translating the assessment and
design phase into actionable steps and procedures. Here's a guide to help you
implement a training management plan effectively:

1. Create a Detailed Training Schedule:

 Develop a comprehensive training schedule outlining the timing, duration, and location
of each training session.
 Clearly communicate the schedule to participants and stakeholders.

2. Resource Allocation:

 Allocate necessary resources, including trainers, training materials, venues, and

technology.
 Ensure that resources are available and prepared before each training session.

3. Communication Plan:

 Establish a communication plan to keep participants and stakeholders informed about

training details, changes, and expectations.
 Use various channels such as emails, intranet, or meetings to disseminate information.

4. Trainer Preparation:

 Provide trainers with all necessary materials and information.

 Ensure trainers are familiar with the content, methodologies, and any interactive
elements.

5. Participant Registration and Logistics:

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 Set up a system for participant registration and attendance tracking.

 Arrange logistics such as travel, accommodation (if needed), and any special
requirements.

6. Technology and Equipment Setup:

 Ensure that all required technology and equipment are in working order.
 Conduct tests and rehearsals to identify and address any technical issues.

7. Training Delivery:

 Follow the instructional design and engage participants through interactive

elements.
 Encourage active participation, questions, and discussions.

8. Assessment and Evaluation:

 Implement assessment methods outlined in the training plan.

 Collect feedback from participants to evaluate the effectiveness of the training.

9. Feedback Analysis:

 Analyze participant feedback and identify areas for improvement.

 Use feedback to make real-time adjustments during the training if possible.

10. Post-Training Support:

 Provide resources or support materials to reinforce learning after the training.

 Establish a mechanism for ongoing support and questions.

11. Documentation and Reporting:

 Document training sessions, attendance, and any issues or challenges faced.

 Generate comprehensive reports on training outcomes and feedback.

12. Continuous Improvement:

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 Regularly review the effectiveness of the training program.

 Use insights from assessments and feedback to update and enhance future
training sessions.

13. Legal and Compliance Considerations:

 Ensure that the training program complies with relevant laws and regulations.
 Keep records for compliance purposes.

14. Celebrate Success:

 Recognize and celebrate successful training initiatives.

 Highlight improvements and achievements to motivate participants and
stakeholders.

15. Adaptation to Change:

 Stay flexible and be ready to adapt the training plan based on evolving
organizational needs.

Implementing a training management plan requires collaboration, communication, and

a commitment to continuous improvement. Regularly assess the effectiveness of the
training program and make adjustments as necessary to ensure that it remains aligned
with organizational goals

3.4. Involving high officials in the training process

Involving high officials in the training process can have several benefits for the overall
success and impact of the training program. Here are some considerations and
advantages:

1. Leadership Support:
 High officials, such as executives or senior managers, can demonstrate leadership
support for the training initiative. Their visible involvement sends a powerful
message about the importance of the program to the entire organization.
2. Alignment with Organizational Goals:

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 Having high officials engaged in the training process ensures better alignment
with organizational goals. They can provide insights into strategic objectives and
help tailor the training content to meet broader business needs.
3. Setting Expectations:
 High officials can communicate the expectations and importance of the training
directly to participants. This can motivate employees and emphasize the
significance of the learning experience.
4. Resource Allocation:
 Involvement of high officials can facilitate the allocation of resources, including
budget and personnel, to support the training program effectively. This ensures
that the program has the necessary resources to succeed.
5. Modeling Behavior:
 When high officials actively participate in training sessions, they model a
commitment to continuous learning. This sets a positive example for the rest of
the organization, encouraging a culture of learning and development.
6. Q&A Sessions and Discussions:
 High officials can participate in Q&A sessions or discussions, providing
participants with valuable insights and perspectives. This interaction can enhance
the learning experience and allow for direct communication between leadership
and employees.
7. Real-world Application:
 High officials can share real-world examples and case studies relevant to the
training content. This practical insight can help participants understand how the
skills and knowledge gained in the training are applied at higher organizational
levels.
8. Networking Opportunities:
 Training sessions with high officials present opportunities for participants to
network and build relationships with leadership. This can contribute to a sense of
inclusion and connection within the organization.
9. Reinforcement of Organizational Culture:
 High officials can reinforce the organization's values and culture during the
training. This ensures that the learning experience is not only about acquiring
skills but also about embodying the organization's ethos.
10. Feedback and Continuous Improvement:
 Involving high officials in post-training feedback sessions allows them to provide
valuable insights into the program's effectiveness. This feedback loop supports
continuous improvement for future training initiatives.

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While involving high officials can be beneficial, it's essential to strike a balance to avoid
overwhelming their schedules. Selecting key sessions or moments for their participation
can still yield significant positive effects on the training process. Additionally, high
officials should be briefed on the training objectives and their role in supporting the
program to ensure a cohesive and aligned approach.

3.5. Capturing new performance benchmarks to measure training

Capturing new performance benchmarks is a critical step in assessing the impact of
training. Here's how you can effectively measure and establish benchmarks to evaluate
the success of the training program:

1. Baseline Assessment:
 Before implementing the training, conduct a baseline assessment of the
participants' performance in relevant areas. This serves as a starting point for
comparison after the training.
2. Key Performance Indicators (KPIs):
 Define specific KPIs that directly align with the training objectives. These could
include metrics related to productivity, quality of work, customer satisfaction, or
any other relevant performance indicators.
3. Quantifiable Metrics:
 Identify quantifiable metrics that can be easily measured and compared. For
example, if the training aims to improve customer service skills, track metrics like
customer feedback scores or response times.
4. Before-and-After Comparisons:
 Compare performance metrics before and after the training to assess any
noticeable improvements. This comparison helps in attributing changes directly
to the training program.
5. Control Group or A/B Testing:
 If feasible, use a control group or conduct A/B testing to compare the
performance of those who underwent training with those who did not. This helps
isolate the impact of the training from other external factors.
6. Observational Assessments:
 Implement observational assessments by supervisors or managers to evaluate
on-the-job application of newly acquired skills. This provides qualitative insights
into the effectiveness of the training.
7. Surveys and Feedback:

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 Collect feedback from participants regarding their perceived improvement in

skills and knowledge. This qualitative data can complement quantitative metrics,
offering a more holistic view of the training impact.
8. Post-Training Assessments:
 Administer assessments or evaluations immediately after the training to gauge
the participants' understanding and retention of the material. This can help
identify areas that may need reinforcement.
9. Follow-Up Assessments:
 Conduct follow-up assessments weeks or months after the training to evaluate
the sustainability of the acquired skills. This is particularly important for assessing
long-term impact.
10. Peer and Managerial Feedback:
 Seek feedback from peers and managers on the performance of individuals who
underwent training. This external perspective can provide additional insights into
the practical application of skills.
11. Benchmarking Against Industry Standards:
 Compare the performance of trained individuals against industry benchmarks or
best practices to assess how well they align with external standards.
12. Data Analysis and Reporting:
 Utilize data analysis tools to aggregate and analyze performance data. Develop
comprehensive reports that showcase the impact of the training on key metrics.

By implementing a combination of quantitative and qualitative measures, organizations

can capture new performance benchmarks and effectively evaluate the success of their
training programs. This comprehensive approach ensures a thorough understanding of
the training's impact on individual and organizational performance.

3.6. Identifying training requirements

Identifying training requirements is a crucial step in the overall training and

development process. This involves assessing the needs of individuals or groups within
an organization to determine what skills, knowledge, or competencies are necessary for
them to perform their roles effectively. Here are key considerations for identifying
training requirements:

1. Job Analysis:

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 Conduct a thorough job analysis to understand the specific tasks, responsibilities,

and skills required for each position within the organization.
2. Skills Gap Analysis:
 Identify the gap between the current skills of employees and the skills required
for their roles. This analysis helps pinpoint areas where training is needed.
3. Performance Reviews:
 Review individual and team performance to identify areas where improvements
can be made. Feedback from performance evaluations can highlight specific skill
deficiencies.
4. Organizational Goals and Changes:
 Consider the strategic goals of the organization. Identify any changes in
technology, processes, or industry trends that may necessitate new skills or
knowledge.
5. Feedback from Employees:
 Seek input from employees regarding their perceived training needs. Employees
often have valuable insights into the challenges they face in their roles and the
skills they believe would enhance their performance.
6. Regulatory and Compliance Requirements:
 Stay informed about industry regulations and compliance standards. Identify any
training requirements necessary to ensure that employees meet these standards.
7. Customer Feedback:
 If applicable, consider feedback from customers or clients. This can provide
insights into areas where employees may need additional training to better meet
customer needs.
8. Emerging Trends and Technologies:
 Keep abreast of emerging trends in the industry and advancements in
technology. Identify skills that may become critical in the future and proactively
address them through training.
9. Benchmarking:
 Compare the skills and competencies of your workforce with industry
benchmarks or competitors. This can help identify areas where your organization
may be lagging behind.
10. Succession Planning:
 Consider the organization's long-term goals and succession planning. Identify
key positions and the skills required for employees to advance in their careers.
11. Employee Aspirations:

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 Take into account the career aspirations of employees. Identify training

opportunities that align with their career goals and contribute to their
professional development.
12. Team Collaboration and Communication:
 Assess the effectiveness of collaboration and communication within teams. If
there are challenges in these areas, training programs focused on teamwork and
communication skills may be beneficial.

By systematically assessing these factors, organizations can create targeted and effective
training programs that address specific needs, ultimately contributing to the
development and success of individuals and the organization as a whole.

I. MULTIPLE CHOICE QUESTIONS

1. What is the first step in implementing IT training change?
A) Designing training materials
B) Identifying training needs
C) Conducting assessments
D) Scheduling training sessions
2. Why is it essential to align IT training with organizational goals?
A) It looks good on paper
B) To ensure compliance
C) To contribute to the success of the business
D) Organizational goals are irrelevant to IT training
3. What method can be used for a needs assessment in IT training?
A) Conducting surveys
B) Writing a detailed report
C) Ignoring the assessment phase
D) Randomly selecting participants
4. In IT training, what is instructional design primarily concerned with?
A) Scheduling training sessions
B) Evaluating participant satisfaction
C) Developing effective learning materials
D) Assigning grades to participants
5. Why is participant engagement important in IT training?
A) It's not important
B) To pass the time

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C) Enhances the learning experience

D) Increases training costs
6. What is a key consideration in selecting assessment methods for IT training?
A) Making it as difficult as possible
B) Aligning with learning objectives
C) Ignoring learning objectives
D) Using only theoretical assessments
7. Why is collecting feedback during and after IT training crucial?
A) To assign blame
B) To identify areas for improvement
C) Feedback is not important
D) Participants like to complain
8. What are key performance indicators (KPIs) used for in IT training?
A) Measuring the number of training sessions held
B) Assessing participant satisfaction
C) Measuring the impact of the training
D) Ignoring training outcomes
9. What should be done based on assessment results in IT training?
A) Nothing, assessments are irrelevant
B) Make continuous improvements
C) Discontinue the training program
D) Repeat the same training content
10. Why is continuous improvement important in IT training?
A) It's not important
B) To keep participants busy
C) Adapt to evolving needs and technologies
D) Just for the sake of change

Answer: C) Adapt to evolving needs and technologies

II. True or False Questions

1. Implementing IT training change is a one-time process.

2. Training objectives should be established without considering organizational
goals.
3. The needs assessment phase is unnecessary when implementing IT training
change.
4. Target audience analysis is irrelevant in IT training; one size fits all.
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5. In IT training, content relevance to daily tasks is not crucial for effectiveness.

6. Feedback from participants during and after IT training is unnecessary.
7. The clarity of learning objectives is not important in instructional design for IT
training.
8. Interactive elements in IT training have no impact on participant engagement.
9. Assessment methods in IT training should not align with learning objectives.
10. Measuring the impact of IT training is not necessary; completion is sufficient.
11. Continuous improvement is not a concern once IT training is successfully
implemented.

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