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<p>If you want to design a training program within your organization, we will consider many important steps, so could you share your opinion with us?</p>
Basically I agree with previous responder, Mr. Saiful Islam.
However, just because of my fussiness :), I would add:
1) Correct (accurate) analysis of demand
2) Training pathway definition
3) 'Negotiation' of training contents (60% of organisational life is devoted to internal negotiations ... whatever it means :)
4) Training delivery
5) Short & middle-term follow-ups (no less than1 no more than2)
6) Improvement of procedures .... then, go back to the starting point, being this an endless spyral (hopefully for freelance trainers like myself :) !
1. Training Need Assessment.
2. Planning & designing and curriculum development.
3. Delivering.
4. Evaluation and follow-up.
Before the start of the training process there must be a clear policy for training and procedures for declaring all of the employee's entitlement statement for training and identify the person who need to be trained
There must be an annual evaluation of the performance of the employee to determine the level of performance of the employee
Identify the strengths and weaknesses of the employee
Identify the employee training courses to improve performance
Identify training hubs to support the performance of the employee
Measuring the performance of the employee prior to the session
Employee to evaluate the role of training after completion
The Director of Administration to assess the impact of training on the employee and the extent to which they been required to achieve
1) Assess Training Needs: The first step in developing a training program is to identify and assess needs. Employee training needs may already be established in the organization’s strategic, human resources or individual development plans. If you’re building the training program from scratch (without predetermined objectives) you’ll need to conduct training needs assessments.
2) Set Organizational Training Objectives: The training needs assessments (organizational, task & individual) will identify any gaps in your current training initiatives and employee skill sets. These gaps should be analyzed and prioritized and turned into the organization’s training objectives. The ultimate goal is to bridge the gap between current and desired performance through the development of a training program. At the employee level, the training should match the areas of improvement discovered through 360 degree evaluations.
3) Create Training Action Plan: The next step is to create a comprehensive action plan that includes learning theories, instructional design, content, materials and any other training elements. Resources and training delivery methods should also be detailed. While developing the program, the level of training and participants’ learning styles need to also be considered.Many companies pilot their initiatives and gather feedback to make adjustments before launching the program company-wide.
4) Implement Training Initiatives: The implementation phase is where the training program comes to life. Organizations need to decide whether training will be delivered in-house or externally coordinated. Program implementation includes the scheduling of training activities and organization of any related resources (facilities, equipment, etc.). The training program is then officially launched, promoted and conducted. During training, participant progress should be monitored to ensure that the program is effective.
5) Evaluate & Revise Training: As mentioned in the last segment, the training program should be continually monitored. At the end, the entire program should be evaluated to determine if it was successful and met training objectives. Feedback should be obtained from all stakeholders to determine program and instructor effectiveness and also knowledge or skill acquisition. Analyzing this feedback will allow the organization to identify any weaknesses in the program. At this point, the training program or action plan can be revised if objectives or expectations are not being met.
1. Preparation Step
The preparation step consists of a variety of activities that are planned to prepare
the learner to receive the information or skills being presented in the training session or
lesson. Tthe purpose of the preparation step is to prepare the learners so that they are receptive and ready to learn what the trainer is about to present.
2.Presentation Step
The purpose of the presentation step is to present new information or skills to the learners
2.1Presentation of Information
The lecture is regarded by many to be the easiest method of instructing. However,
the lecture is quite often the least effective method of presenting information because the
instructor has no way of knowing whether or not the presentation is being accepted properly
by the learners. The lecture is most effective when the learners are participating in some
way. The lecture should be supplemented with models, illustrations, demonstrations,
transparencies, and other visual aids.
2.2Presentation of Skills
The demonstration is used to present new skills and procedures to learners. In a
demonstration, the instructor or trainer uses actual tools, machines, and materials to show
the learners what they are supposed to do by actually performing the task or operation.
The demonstration includes an explanation of the steps, key points, and safety
factors required to successfully complete a task. The demonstration should not be
considered as a separate and distinct method of training, but rather a technique which can be
used in combination with other methods.
3.Application Step
Following the presentation portion of the lesson, the learners should be allowed to
attempt to apply the information or do the task. The instructor or trainer must supervise the
application activity and correct any misunderstandings by the learners. In some cases, it may
be necessary to redirect the learners back through the presentation step before they can
successfully make application of the lesson. In the application step, the learners actually put
into practice or apply the skills or information that was presented in the lesson
4.Evaluation Step
This step is necessary to determine whether the instruction has been effective. If the first three steps have been effective, the learners should be able to use what they have learned without
assistance. The evaluation step enables both the instructor or trainer and the learners to
determine if the objectives of the lesson have been met.
STEP1: ESTABLISHING A NEEDS ANALYSIS.
This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers to the following questions:
- “Why” is training needed?
- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?
- “Who” needs the training? and "Who" will conduct the training?
- “How” will the training be performed?
By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee’s performance in accordance with the company’s standards.
The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process.
STEP2: DEVELOPING TRAINING PROGRAMS AND MANUALS.
This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.
STEP3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.
Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have:
- A desire to teach the subject being taught.
- A working knowledge of the subject being taught.
- An ability to motivate participants to “want” to learn.
- A good sense of humor.
- A dynamic appearance and good posture.
- A strong passion for their topic.
- A strong compassion towards their participants.
- Appropriate audio/visual equipment to enhance the training session.
For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good communication skills, and trainee participation.
STEP4: EVALUATE THE TRAINING PROGRAM.
This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.
The reason for an evaluation system is simple. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.
There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainer’s performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization.
The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results.
The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must be implemented by all members of the organization to be fully successful.
