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:

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 participants
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.

Designing the Training

Program(s)
1. Program duration
2. Program structure
3. Instruction
methods
4. Trainers
qualification
5. Nature of trainees
6. Support resources
materials,
classroom

7. Training location &

environment
8. Criteria &
methods for
assessing
participant
learning and
achievement
9. Criteria &
methods for
evaluating the
program
8

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

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

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
constitutes
an individuals learning style.
Some attributes :
1. Preference for certain type of
training
activities
- practical/action oriented tasks
- mental exercise.

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)

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
Its 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 communication
3. climate of trust
4. employees help each other
5. team spirit
6. Top mgmt does not exhibit biasness

Favorable training climate

Roots
Trainer feels:
Personally close
Accepts participants
Care about participants
belongingness

Effects

climate
(open & free)

high efforts
satisfaction
helpfulness

trust
Participants feels :
Friendly
Free to express & explore
accepting

Unfavorable training climate

Roots
Trainer feels:
exposure
Distant
Assertive

Effects
minimum

climate
(anxious & defensive)

avoidance
Participants feels :
Rejected
Imposed upon
Defensive
Resentful (bitter)

frustration
conflict

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.
Its the strategies ,techniques &
approaches that teachers & trainers
can use to facilitate learning.
Word PEDA means children
Pedagogy (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 aim
Activity
Planning
Flexibility
Experience
Involvement
Remedial training

Psychological principles of
training :
Principles of :
Motivation & interest
Cooperation
Recreation
Feedback & reinforcement
Self 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
Development

Design &

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
would
do 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)

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

Step 6

Step 7
info

organize the selected skill & knowledge

into modules & develop the training
design.
draft expanded outlines of the
modules , including objectives ,
descriptions , examples .
experts provide realistic examples &

for use
Step 8 draft the complete module , guidelines.
Step 9 field test the training material
Step 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 interest
2. Increase retention
3. 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 media
2. 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