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Process of Training design

Name : Shital Gosavi


Div : MMS-A
Roll no. : 09

Training design

Training design is the process of creating a blueprint for the


development of instruction.

Whether the training is to be conducted in a classroom,


delivered using an electronic format or using some
combination of methods, the design process sets the stage for
the development of a program that produces results.

Training designers will have to consider certain important


factors from three perspectives before designing a program
and the three perspectives are
Cost,
Availability
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?

The basic elements of an effective


training design are:

It is
has
should
learner-focused
goal
time
taken
measurable
oriented
be
bound
based
into account
objectives
on identified
the resource
needs constraints and availab

DESIGN STEPS FOR A TRAINING


PROGRAM
Step1

Define purpose of the training


and target audience

Step1

Clear about what your training needs to accomplish.

Purpose and audience will be clear determined by


funders or well- established professional development
needs.

Description to promote your program to prospective


participants.

Determine participants
needs

Step2

Written survey
written survey as part of their registration packet all
participants to collect general information from all
participants. pre-training assessment form

Random sample
Survey a random sample of registrants by phone. This
will allow you to collect detailed information from a few
participants.

Review past training programmers


Review evaluation and feedback forms from past-related
training events.

Define training goals and


objectives

Step 3

Clarifying expected outcomes


Outlining training content
Planning specific training activities
Selecting/developing materials
Designing evaluation procedures
Communicating program intent to the training
participants and others (such as program
administrators and supervisors)
Ensuring that the training is realistic and
appropriate for the purpose intended

Outline training content

Step 4

Establishes a positive learning environment

Learning components: participants engage in activities


designed to accomplish the training objectives.

Wrap up and evaluation component: should help


bridge the gap between training and implementation
and promote a positive feeling of closure.

Cont
Rules of thumb

Fill in known elements-such as meals and breaks


Start with simple concepts and proceed to more
complex
Proceeds from less threatening to more sensitive topics
Schedule activities which require the greatest
concentration when people will be focused and
energetic
Give yourself- and participants- a break
Build in time for reflection, discussion and Q&A
Introduce the days events in the beginning
Schedule 8-10 minutes at the end of each day for
feedback
Review your plan with a critical eye
Be flexible! Although your design is a detailed road

Develop instructional
activities

Step 5

An effective training design incorporates a variety of


training strategies, taking into account;

Participants learning style


Principles of adult learning
Group size
Prior experience and /or education level of participants
Type of skill or information to be presented
Trainers style

Cont.......
When deciding which activities to use,
consider these questions:

Do we know that this activity us effective?


Have we used it before?
Are we comfortable with this technique?
Do we have the expertise to use it effectively?
Does the activity require prior knowledge or skill on
the part of participants?
Will we have the time, space and resources needed
to accomplish the activity?
Will the activity encourage learning without
confusing participants?

Prepare the written


training design

Step 6

Create a written document that provides a detailed


plan of the training session, including your goals and
objectives.

Consider the skill expertise, training style and comfort


level of each of your trainers in making this
designation.

Also consider identifying specific trainer who will take


the lead in fleshing out different sections of the
training and creating the necessary supporting
materials.

Use your written training design to stay in track during

Prepare participant
evaluation forms

Step 7

Some issues to address through the evaluation


forms

Did the participants acquire the knowledge and skill


that the trainer was supposed to provide?
Were the trainers knowledgeable about training
content?
Were the activities interesting and effective?
Was the training format appropriate?
Is more training on this or related topics needed to
support participants in their work?

Determine follow-up
activities for the event

Step 8

Some follow up strategies include:

News letters and web site posting


Per observation and coaching,
Mentoring,
Study groups
Ongoing communication between participants
Trainers via phone or electronic mail