Training_Objectives - raining process ideas and outline...

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raining process ideas and outline process Here is a relatively simple overview of typical reference models, processes and tools found in the effective planning and delivery of organizational training. 1. Assess and agree training needs 2. Create training or development specification 3. Consider learning styles and personality 4. Plan training and evaluation 5. Design materials, methods and deliver training Conduct some sort of training needs analysis. Another method example of assessing and prioritising training is DIF Analysis. This commonly happens in the appraisal process. Involve the people in identifying and agreeing relevant aligned training. Consider organizational values and aspects of integrity and ethics, and spirituality, love and compassion at work as well as skills. Look also at your recruitment processes - there is no point training people if they are not the right people to begin with. Why people leave also helps identify development needs. Having identified what you want to train and develop in people, you must break down the training or learning requirement into manageable elements. Attach standards or measures or parameters to each element. The 360 degree process and template and the simple training planner (also in pdf format) are useful tools. Revisit the 'skill-sets' and training needs analysis tools - they can help organize and training elements assessment on a large scale.People's learning styles greatly affect what type of training they will find easiest and most effective. Look also at personality types. Remember you are dealing with people, not objects. People have feelings as well as skills and knowledge. The Erikson model is wonderful for understanding more about this. So is the Johari Window model. Consider the team and the group. Adair's theory helps. So does the Tuckman model. Consider evaluation training effectiveness, which includes before-and-after measurements. The Kirkpatrick model especially helps you to structure training design. Consider Bloom's theory too, so that you can understand what sort of development you are actually addressing.
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Consider team activities and exercises. See the self-study program design tips below - the internet offers more opportunities than ever. Consider modern innovative methods - see the Businessballs Community for lots of providers and ideas. Presentation is an important aspect to delivery. See also running meetings and workshops. Good writing techniques help with the design of materials. So do the principles of advertising - it's all about meaningful communication. There is a useful training providers selection template on the sales training page, which can be adapted for all sorts of providers and services. There are many different training and development methods. On-the-job training, informal
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This note was uploaded on 02/18/2012 for the course HISTORY hs101 taught by Professor Lynch during the Spring '12 term at Dublin City University.

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Training_Objectives - raining process ideas and outline...

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