Training Design and Development

MBA/
MBA/MHM
MHMHR
HR01
01
Training
Trainingand
andDevelopment
Development
training and development/ Dr Shweta Chandra/

08/09/2021 1
MBA/MHM VII
• After assessing training
• If training is seen as out plan for achieving solution to
the problem, then the training process moves to the
next stage which is designing training program.
training and development/ Dr Shweta

08/09/2021 2
Chandra/ MBA/MHM VII
Meaning and significance of training design
• Design is a planning activity which in the context of

training, refers to – the framework for analyzing a
training problem, defining the intended outcome, –
determining how to present the content to learners
to achieve those outcomes, – developing the training
course according to the design, implementing the
course, – evaluating its effectiveness and – devising
follow-up activities.
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Process of training design
Designing a training program involves a series of steps
from identifying the learning objectives, determining
the training content, deciding the methodologies,
selecting the learning activities, defining evaluation
criteria and to specifying follow-up activities. • Even
though it is the standard sequence of activities, training
managers may have some variations depending upon
the situations.
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Steps Involved
• Training designers will have to consider certain
important factors from three perspectives before
designing a program and the three perspectives are –
cost, availability and appropriateness.

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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?
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The basic elements of an effective training design are:
– It is learner-focused
– It should be based on identified needs
– It has measurable objectives
– It is goal oriented
– It is time bound
– It has taken into account the resource constraints and
availability.
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• Training design is nothing but a training plan and
involves three activities —
• – Stating the training objectives
• – Identifying the learning activities as well as
methodologies
• – Sequencing the activities in which they have to be
held for meaningful learning.
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ANALYSE
• Step 1 : Define purpose of the training and target audience
• Step 2 : Determine participants needs
DESIGN
• Step 3: Define trainings Goals and objectives
DEVELOP
• Step 4:Outlining training content

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• Step 5 Develop Instructional activities
• Step 6 prepare the written training design
IMPLEMENT
• STEP 7 Implement the training
EVALUATE
• Step 8 Prepare participant evaluation forms
• Step 9 determining follow up activities for the event
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Steps in training Design and development
• Step 1 Define purpose of training and target audience
• Clear training needs
• Purpose and audience must be clear
• Description to promote your program to prospective
participants

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• Step 2 Determine participant needs
• Written survey
• Random sample
• Review of past trainings

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• Step 3 Define training goals and objectives
• Clarifying expected outcomes

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DEVELOP
• Outlining training content
• Planning specific training activities
• Selecting and developing materials
• Communicating program intent to the training participants
and others
• Ensuring that the training is realistic and appropriate for the
purpose
• Develop Instructional activities
• prepare the written training design
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• Introduction
• Flow and content and components of training
• Warp up and evaluation component
• The major activities involved in the action plan are:
• Identifying the program contents and activities.
• Dividing program contents into sub-topics.
• Segregating the contents and activities into knowledge, skill,
and attitude related
• Organizing the content sequentially
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Rule of thumb
• Fill in for the known elements such as meals and
breaks
• Start with simple and proceed to complex
• Move from less threatening to more sensitive topics
• Schedule activities that require greatest
concentration when the people are energetic and
focused
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• Give ample time for reflections, discussions and Q&A
• Introduce the days event in the beginning
• Schedule 8 to 10 minutes at the end of each day for
feedback
• Review you plan with a critical eye
• Be flexible although design s a detailed road map but
may be subject to changes along the way
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• Instructional activities would depend on participant
learning style
• Group size
• Prior experience or education level of the
participants
• Type of skill of information to be presented
• Trainers style
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Before finalizing answer the following
questions
• Do we know that this activity is effective
• Ave we used in before
• Are we comfortable with this technique
• Do we have the expertise to use it
• Does the activity require prior knowledge or skill on the part
of the participant
• Do we have the time space and resources neded to
accomplish the activity
• Will the activity encourage learning without confusing the
participants
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19
• Written training design is a detailed plan of the
training session including goals and objectives
• It is used to stay on track during the training session
and make mid course corrections
• It is made in consent with the trainer

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Factors to be considered for designing a
training
• The training manager has to take several aspects into account while
designing a training program:
• • Previous knowledge, skills and position in the hierarchy
• • Learning styles
• • Previous experience
• • Business or organizational purpose
• • Trainee characteristics
• • Nature of learning
• • Resources
training and deve

08/09/2021 lopment/ Dr Shweta Chandra/ MBA/MHM 21
Motivational dynamics
• • The training manager will also need to tailor the contents and teaching style
to the motivational dynamics of trainees. • Most trainees go through three
phases of motivation as under: –
• 1. Initial stage: • Here, the trainee’s primary learning goal is getting started
and learning enough material to proficiently handle the routine tasks
• 2. Intermediate stage: • Learners have mastered routine tasks and gained
confidence. They want to learn how to handle routine tasks more efficiently
and how to handles some less common tasks.
• 3. Matured stage: • At this stage, the learning attains a kind of maturity and
trainees feel humble to be learned people. This is a realization stage and most
trainees are aware of the limits of their capabilities
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Training managers should also consider the learning
styles of people. • Such styles can be classified as –
• Dependent learners - prefer instructor led approach
– Collaborative learners — prefer learning by group
work practice – Independent learners — who want to
learn on their own, whether facilitated or not by the
trainer.
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• Selecting training methods – Training methods can be
broadly classified into two groups • On the job
approaches like job instruction training, job rotation,
coaching, mentoring, etc. • Off the job approaches
like classroom training, seminars, workshops, etc.

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• Lecture/Discussion
• A lecture presents information or teach people about a particular piece of
knowledge and is made orally
• lecture is a training method in which the trainer organizes the content to
be learned and present it orally with little trainee involvement
• In conventional set up, lectures are generally perceived boring training
method but the research evidences indicates that the lectures are
effective for training several types of skills and tasks
•
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• Information age classrooms and lectures are different
from that of preceding age. It is interactive with the
help of multimedia and audiovisuals facilities. The
lecturer is better equipped to retain the attention of
the learners. Digital age gives an opportunity to learn
from the lecturer of their choice with the help of
online or satellite classes.

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Demonstration
• Demonstration is explaining or making clear by use of examples or
experiments. Demonstrations often occur when learners have a hard time
connecting theories to actual practice or when learners are unable to
comprehend
• The typical process of demonstration is a trainer showing the learners how
• something is done, explaining each step and tell learners why it is being
done. Computer-based demonstration allows learners to see in visual
images/ videos the sequence of steps and to obtain a verbal explanation
of how each is

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Games and Simulation
• Business games is one of the simulation methods
used. Trainees experience the games and simulations
in a controlled setting that facilitates them develop
their skill and discover concepts that will improve
their

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• This is necessity when it is too costly or dangerous to train
employees on the job. Putting new assembly- line workers
right to work could slow production, for instance, and when
safety is a concern – as with pilots – simulated training may be
the only practical alternative.”
• In computer age the training and development through games
is a different interface altogether. This age offers gaming
portals and applications that create value in learning, provide
opportunities to experiment with aspects of general
management and issues
08/09/2021 linked
training and to specific
development/ Dr Shweta corporate functions.29
Brainstorming
Brainstorming is an individual or group method for
generating ideas, increasing creative efficacy, or finding
solutions to problems.
the rule of brainstorming is to think of many ideas,
think of different ideas, and to suspend judgment until
students have produced many different ideas.
Brainstorming is newer in origin
08/09/2021 30
Storytelling
• Storytelling is an interesting, proven, and inexpensive way of

communicating perspective to the events. Each story consists
of a story teller (the vantage from which the story is told),
characters (people who participate in the incident, as
described by the story teller), plot (a description of one or
more related incidents, usually in detail), and commentary
from the story teller (that gives readers the storyteller’s view
about the events and helps readers interpret the incidents).”

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• With advances in multimedia, storytelling has taken
new direction. Information age allows interactive
computer based/online storytelling which is a very
different form of storytelling. Multimedia storytelling
uses a combination of text, still photos, animated
graphics, video and audio, presented in a non-linear
format in which all the information in the
components unifies
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Workshop
• a workshop is a short-term learning experience that

encourages active, experiential learning and uses a
variety of learning activities to meet the needs of
diverse learners.”
• Workshop training offers retained performance
benefits as it emphasizes on practical skills and
transferring them to job
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Field Trip
• field trips, specially in the form of visits to other work

sites, have gained attention because organizations
are sponsoring these trips so employees can
benchmark the best practices of other organizations
as part of total quality initiative

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A well-planned field trip, with associated exercises, for the trainees, can be
useful training method.
Field trips are an ideal example of an established pedagogical method that
can be enhanced with computer-based tools for new ways of collaboration
and individual active knowledge construction.” There are several web-based
platforms for virtual field trips. Now, with the availability of virtual field trips,
trainees do not have to leave their place to explore places. A trainer can
create a virtual field trip by clicking plenty of relevant photographs and
shooting videos and uploading them on website.

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• Defining evaluation criteria – Training design is
incomplete if it does not contain evaluation criteria –
The objectives of the evaluation are to see how far
the training program was effective enough in meeting
the training objectives.

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Evalution
• Did the participants acquire the knowledge and skill
that the trainer was supposed to provide
• Were the trainers knowledgeable about the training
content
• Were the activities interesting and effective
• Was the training format appropriate
• Is more training required on this or related topics
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Determining the follow up activities
• News letter or website posting
• Peer observation and coaching
• Mentoring
• Study groups
• Booster sessions
• Ongoing communication between participant and
trainer
08/09/2021 38
THANK YOU
08/09/2021 39

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MBA/

training and development/ Dr Shweta Chandra/

training and development/ Dr Shweta

• Design is a planning activity which in the context of

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and deve

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

• Storytelling is an interesting, proven, and inexpensive way of

training and development/ Dr Shweta

• a workshop is a short-term learning experience that

• field trips, specially in the form of visits to other work

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

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