Samonte, Ana Patricia D.O.
* Documentation of the project’s
BSPSY4A
Glossary of Terms
Models of Training
Analysis Phase -instructional
problem is clarified, the
instructional goals and objectives
are established and the learning
environment and learner’s existing
knowledge and skills are identified.
Below are some of the questions
that are addressed during the
analysis phase:
* Who is the audience and their
characteristics?
* Identify the new behavioral
outcome?
* What types of learning constraints
exist?
* What are the delivery options?
* What are the online pedagogical
considerations?
* What is the timeline for project
completion?
Design Phase- deals with learning
objectives, assessment instruments,
exercises, content, subject matter
analysis, lesson planning and media
selection. The design phase should
be systematic and specific.
Systematic means a logical, orderly
method of identifying, developing
and evaluating a set of planned
strategies targeted for attaining the
project’s goals. Specific means each
element of the instructional design
plan needs to be executed with
attention to details.
These are steps used for the design
phase:
instructional, visual and technical
design strategy
* Apply instructional strategies
according to the intended behavioral
outcomes by domain (cognitive,
affective, psychomotor).
* Create storyboards
* Design the user interface and user
experience
* Prototype creation
* Apply visual design (graphic
design)
Development Phase- is where the
developers create and assemble the
content assets that were created in
the design phase. Programmers
work to develop and/or integrate
technologies. Testers perform
debugging procedures. The project is
reviewed and revised according to
any feedback given.
Implementation Phase- is a
procedure for training the
facilitators and the learners is
developed. The facilitators’ training
should cover the course curriculum,
learning outcomes, method of
delivery, and testing procedures.
Preparation of the learners include
training them on new tools (software
or hardware), student registration.
This is also the phase where the
project manager ensures that the
books, hands on equipment, tools,
CD-ROMs and software are in place,
and that the learning application or
Web site is functional.
Evaluation Phase- consists of two
parts: formative and summative.
Formative evaluation is present in
each stage of the ADDIE process.
Summative evaluation consists of
tests designed for domain specific interaction with their staff, all of
criterion-related referenced items which are essential and often
and providing opportunities for neglected management skills.
feedback from the users. Impending reviews also encourage
managers to formally reflect on
individuals and assess any gaps in
Framework their team.
Structured development- Regular
Communication -It is an essential
performance reviews encourage staff
ingredient to any business, and a
(employees and managers) to be
structured performance review
accountable towards development.
where a manager and an employee
Action points from the previous
set aside some time to reflect,
reviews become staff development
discuss the now and glance into the
plans. The more effectively these are
future has to be beneficial to both
actioned and addressed, the quicker
parties and the business. Formal,
the individual or manager can grow
uninterrupted dialogue is gold and
and improve, encouraging continual
these opportunities should always
improvement and sustaining a
be nurtured. Structured one on one
performance culture.
communication should not be
underestimated and always Identifying future leaders-
encouraged. Observing how staff react to
feedback and prepare for
Feedback-Employees crave it good
performance reviews can help you
or bad and they also thrive on giving
identify future leaders. Future
it. Managers need to provide
leaders take opportunities to be
feedback, it is the food of champions
assessed and communicate with
and encourages employees to grow
their manager very seriously. Use
and develop. But more importantly,
this opportunity to challenge high
they need the chance to give
performers, but also to ask
feedback, and performance reviews
individuals where they see
should be encouraged as an open
themselves in the coming years. The
two-way feedback session for all
ambitious are hungry for challenge
parties involved. Employee feedback
and the earlier you identify them the
is arguably more important as it
quicker they will develop.
helps the manager to develop.
Performance reviews are
Management capability-Managers
opportunities to listen, learn,
need to be taught how to manage
innovate and develop your team,
staff, and a simple performance
and if done right, will help to
review framework adds structure to
enhance a company’s culture. A
a new manager’s schedule. When a
talented people manager sees the
performance review framework is
opportunity to build rapport, there
followed it teaches a new manager
are literally hundreds of
the art of constant/consistent
performance review frameworks.
communication, feedback and

Types of Training
Evaluation
Formative Evaluation – Evaluates
a training program during its
development stage in order to make
modifications early on to help
improve the program.
Summative Evaluation –
Conducted after the training
program has been design in order to
provide information on its
effectiveness.
Process Evaluation – Focuses on
the implementation of a training
program to determine if specific
strategies and activities were
implemented as intended.
Outcomes Evaluation – Focuses on
the changes in knowledge, attitudes,
and behaviors that resulted from
training activities.
Impact Evaluation – Focuses on
long term, sustained changes on the
job performance as a result of the
delivery of a training program.
Monitoring Appraisal of
Training and
Development
Performance Appraisal Training &
Development- Creating training
and development tools to ensure
that managers conduct performance
appraisals effectively involves
designing the process, training
employees on how to use the tools,
training managers on how to provide
feedback and set performance goals
while adhering to legal guidelines,
distributing resources including
instructions and monitoring the
whole process. Comprehensive
performance appraisal training and
development enable organizations to
validate that their employees have
the right skills and knowledge to
complete job tasks and produce
quality products and services.
Features- Training and development
activities designed to support an
effective performance appraisal
process involve establishing an
ongoing communication process
between employees and managers.
Learning how to define job
responsibilities, competencies and
performance measures ensures the
performance appraisal process
works to improve employee
achievement.
Benefits- An effective performance
appraisal process aids management
in decision-making processes
associated with promotion,
discipline and salary administration
activities. Dealing with performance
problems promptly avoids long-term
issues, including legal liabilities.
Designing a customized performance
appraisal program and training staff
on its use ensures performance
criteria apply appropriately.
Improved employee performance
reduces costly mistakes, increases
productivity and motivates all
personnel to achieve strategic goals.
Types- Workshops and short
sessions typically provide enough
time to deliver key concepts about
performance appraisal processes.
Distance learning alternatives allow
employees located at different
facilities to participate in the same
session. Events can be recorded and
archived for future access. In this
way, all employees hear the same
consistent message.

Topics -Performance appraisal

training and develop sessions for
managers typically cover what to say
when conducting a performance
review. Through role-playing
exercises, managers learn to use
clear communication that conveys
any goals that need adjustment to
changing strategic objectives.
Managers learn to reinforce the need
for improving skills to enable high
performance. Managers also learn to
encourage and reward employee
strengths.

Expert Insight- Performance

appraisal training should emphasize
that employees are encouraged to
take on more complex roles. Gaps in
training should lead to development
or procurement of those courses to
develop those skills. Employees
should be given definitive
recommendations on how
performance can be improved, such
as starting or stopping certain
behaviors. Creating a positive
relationship with employees
regarding performance improvement
builds trust, and enables growth
and development that benefits the
company as a whole.