DESIGNING THE

TRAINING PROGRAMME

BIRTH OF A TRAINING PROGRAMME :

Initiative by a training agency. Initiative by an organization. Initiative by a group of organizations.

IDENTIFYING & ANALYSING TRAINING NEEDS:

• Understanding training needs.• Identifying training needs. sources for identifying training needs: - job profile - experience of training agency - pre training survey of the participants needs • Analyzing training needs.

Analyzing training needs:1. Combine all the data gathered from different

sources & determine training needs.2. Prioritize these needs.3. Some needs are tangible but others are not.4. Strike a balance b/w macro needs –

(common to org ) and micro needs (specific to individual).

SETTING OUT THE PROGRAM OBJECTIVES:

• Understanding program objective.• need for setting program objective - provide direction to the program. - serve as a basis for evaluation. - a tool for meeting participant’s training needs - define limits for the program.

STEPS IN PREPARING AN ACTION PLAN FOR THE PROGRAM:• identify program contents.• Break prog. contents into sub topics.• Categorize contents into information,

knowledge, skills & attitude.• Organize and sequence prog. content. - balance training activities in terms of intensity of participation. - move from simple to complex - move from the known to unknown.

Determining learning outcomes for each sub topic. Decide on training methods & techniques. Allocate time. Decide on support material , facilities ,equipment. Determine assignments for members of training team. Delegate responsibilities for management & administration of the prog. establish mechanism for monitoring & evaluation.

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Designing the Training Program(s)

1. Program duration2. Program structure3. Instruction methods4. Trainers qualification5. Nature of trainees6. Support resources – materials, classroom

7. Training location & environment8. Criteria & methods for assessing participant

learning and achievement9. Criteria & methods for evaluating the

program

LEARNING PROCESS Learning is acquiring new or modifying existing

knowledge, behaviors, skills, values.

Learning curve :

• Stage 1 - rapid initial learning• Stage 2 - tapering of learning• Stage 3 – fluctuating learning.

Learning curve has following application :• provide methods for training goals & evaluate

the performance towards these goals.• More efficient production scheduling is

possible• Helps in hiring & termination of employee.

Principles of learning :• trainee must be motivated• Information must be meaningful• Learning must be reinforced• Organization of material• Feedback on learning• Distribution of learning periods (diff phases)

Doctrines on learning :• every human being is capable of learning.• Trainees learn when they see that training is

helpful to them• Learning improves significantly if the trainees

have planned it properly.• Learning is active process not passive.• Learning improves when people know about

their results.• Learning envt. & climate setting can play imp

role in improving training effectiveness.

Understanding process of learning :

• Learning is an evolutionary process • Learning is a process of collaboration• Learning process is unique to an individual• Learning also takes place at sub conscious

level.• Learning has intellectual & emotional

elements.• Learning does not progress at a uniform pace.

Learning attributes:• Self motivation.• Commitment to learning.• Learning independence or autonomy. (- gain awareness of your learning capabilities - review & monitor experience to improve learning)

Factors Influencing Learning :Personal factors• perception• fatigue & boredom• age & maturation• emotional conditions• needs• interest• motivation• intelligence• aptitude• attitude

Environmental factors :• Surrounding – natural, social,& cultural.• Relationship with parents , peers , teachers.

Learning styles :Every individual has a unique way of gathering,absorbing ,processing inputs. This constitutesan individual’s learning style.Some attributes :1. Preference for certain type of training activities – - practical/action oriented tasks - mental exercise. - group activities - individual assignments.

2. Willingness to put in extra efforts for learning – - Dynamic learners (invest lot of efforts , ready to take risk , take greater control , need more frredom). - Compliant learners ( set parameters , unwilling to take risk , allow others to take control of the process)

3. Degree of dependence on the trainer.

Learning styles :• Visual (pictures , images)• Aural (using sound & music)• Verbal ( words - speech & writing)• Physical (using hands , body )• Logical (using logic, reasoning)• Social ( learn in groups )• Solitary (prefer to work alone or use self

study).

Training Climate It’s the subset of organizational climate. Org climate is the perception ,which people have about

the org.

Characteristics of good org climate :

1. All levels should treat people as most important resource.

2. Open communication3. climate of trust4. employees help each other5. team spirit6. Top mgmt does not exhibit biasness

Favorable training climate Roots Effects

Trainer feels: high effortsPersonally close satisfactionAccepts participants climate helpfulnessCare about participants (open & free) belongingness trustParticipants feels : FriendlyFree to express & exploreaccepting

Unfavorable training climate Roots Effects

Trainer feels: minimum exposureDistant frustrationAssertive climate conflict (anxious & defensive) avoidance

Participants feels : RejectedImposed uponDefensive Resentful (bitter)

Types of climate:

• Physical (rooms , colors ,ventilation, air conditioning, furniture).

• Psychological (perception , attitude , morale ,commitment).

Pedagogy Learning & teaching is an art and pedagogy

refers to the art of good teaching. It’s the strategies ,techniques & approaches

that teachers & trainers can use to facilitate learning.

Word PEDA means childrenPedagogy (teaching childern)Andragogy (teaching adults)

Pedagogy – why it matters ?• Needs assessment – what learning is needed ?

• Professional growth – how I can improve my teaching/training ?

• Classroom culture – how do I cultivate class culture for learning ?

• Strategy – how do I teach to maximize results? (trail & error aspect)

• Resource management – how do I make do with what we have?

• Problem solving – what could go wrong & how do I cope ?

General principles of training (pedagogy context)

Principles of :Definite aimActivityPlanningFlexibilityExperienceInvolvementRemedial training

Psychological principles of training :

Principles of :Motivation & interestCooperationRecreationFeedback & reinforcementSelf learning

Developing Training Modules

Features :• Breaking up the course• Allow choice of modules• Self learning

Considerations while designing modules :

• It should contain sufficient knowledge.• Module should be independent.• It should provide choice to the learner.• It should support self learning.• It should have a proper sys of evaluation &

feedback to the modul.es available

10 steps process for developing training modules

Steps 1 - 4 Task Analysis

Steps 5 – 10 Design & Development

Step 1 – Define the target population. For this ask questions like-• How were they originally trained for this job?• Are they still in college or on the job?• What languages do they speak?• By whom are they supervised?• Is it possible for them to attend a training

course away from their job?

Step 2- list the tasks to be performed by the target population on the job .One must know what a good performer woulddo on the job.For this one should have access to –Technical expertise (who accurately describe the

job)Good performers (who can be observed doing

the job)Documents

Step 3 – list the skills & knowledge needed to do the task.Step 4 – selecting the skills & knowledge to be taught.Criteria for inclusion :• Many members lack the skill• The task for which the skill is needed is

important• The skill is needed frequently

Criteria for exclusion :• Teaching the required skill is not practically

possible (time & resource constraints).• The task is used infrequently• Most of the members already have the skill• The task is done differently in different areas.• The task is not important

Step 5 – organize the selected skill & knowledge into modules & develop the training design.Step 6 – draft expanded outlines of the modules , including objectives , descriptions , examples .Step 7 – experts provide realistic examples & info for useStep 8 – draft the complete module , guidelines.Step 9 – field test the training materialStep 10 – revise & finalize training materials based on the field test

Training Aids :

Means by which the info is conveyed during training delivery.

Need of training aids:1. Generate interest2. Increase retention3. Encourage participation & interaction

Selecting appropriate training aids:• Should make things easier• Should be simple• Should generate interest• Should be suitable to the needs

Types of training aids:1. Static media2. Dynamic media

Static media :• Print based media• Chalk boards , flip charts • Marker boards• Overhead projectors (transparencies / slides)

Dynamic media:• Video tape• Audio tape• Computer aided web based training - computer aided instructions - intranet & internet based training.

Five levels of internet training :• Email• Online reference• Testing assessment & surveys• Distribution• Delivery of multimedia