What is the sixth step in training design process?

Refer to Noe, R.A. (2010 5th ed) Employee Training and Development,
List the 7 steps in the training design process.

1.Conducting Needs Assessment
– Organizational Analysis
– Person Analysis
– Task Analysis

2.Ensuring Employees Readiness for Training
– Attitudes and Motivation Basic Skills

3.Creating a Learning Environment
– Learning Objectives
– Meaningfull Material
– Practice
– Feedback
– Community of Learning
– Modelling
– Program Administration

4.Ensuring Transfer of Training
– Self-Management
– Peer and Manager
– Support

5.Developing and Evaluation Plan
– Identify Learning Outcomes
– Choose Evaluation Design
– Plan Cost-Benefit Analysis

6.Selecting Training Method
– Traditional
– E-learning

7.Monitoring dan Evaluating the Program
– Conduct Evaluation
– Make change to Improve the Program

Advertisement

Share this:

• Twitter
• Facebook

Like this:

Like Loading...

Related

Determine whether instructor-led training is the best strategy for addressing the learner's needs. Alternatives to instructor-led training could be reading assignments, Web-based training, self-study plans, cross-training by a colleague, or even performance counseling.

1. Define your objectives clearly, and list them in writing. (Training objectives help you stay focused and avoid trying to cover too much.)
2. Write simple statements of what, specifically, the employee will be able to do, know, believe, or understand after the training. (Training objectives help learners know what to expect from the training.)

   Examples:

   • Enter 30 records per hour into the correct data fields.
   • Provide effective constructive feedback to direct reports.
3. Identify which questions your training is intended to answer. (Training objectives provide a basis for assessing whether training goals were achieved.)

   Examples:

   • How do we create effective working relationships with our clients?
   • Why are these changes necessary?

1. Review Basic Instructional Design Format (PDF).
2. Identify what the learner needs to know in order to achieve the learning objective.
3. Identify what the learner needs to be able to do to achieve the learning objective.
4. Organize the learning content in logical steps.
5. Design ways for the learner to demonstrate what they are learning.

   Examples:

   • Small group discussion with debriefing
   • Case studies
   • Hands-on practice
   • Q&A

Important: The typical workplace training involves too much lecture or "telling," and too few ways for the learner to apply what they have learned.

Designing a training process requires vision, calculation, analysis and technical knowledge of operations. If you’re a professional trainer, you must be aware of the phases in which following information is essential:

• Employees’ age and competency data
• Actual and desired productivity of the company
• Aggregate skill set of the company
• Required skill set of the company

These data are vital for planning any kind of training. However, they’re the starting point for any training process, providing bases for actual training and the methods implemented by the trainer. The real solution for effective training design comes with the ADDIE Model, which has been categorized into 5 steps.

It is an instructional system design (ISD) model commonly used by training developers to create result-oriented training. The five phases are; Analysis, Design, Development, Implementation, and a they all are related to the final phase – Evaluation.

1. Training Assessment

Key deliverables: training plan and training need analysis

In this phase, you will work with business owners to assess goals of the training. The question here pertains with the kind of delivery method to be used, whether web-based training or instructor-lead training. Other related questions may be:

• Who will be your audience?
• What are their patterns of learning?
• What is the deadline to produce desired results?

1. Training Design

Key deliverables: high level design document and storyboard

After assessing the questions and finding their answers, the job of training designer will start. He begins by laying out the training content and prepare the design document. Although, this document will not contain the actual content, it will have:

• The content outline
• Media notes, and
• Any groupings that you may find relevant to training, such as assessments or quizzes

Here, you can think about getting a training room for rent.

1. Training Development

Key deliverables: course material, assessment instruments, guides and job aids, and course schedule

At this stage, you need to develop storyboards and graphic designs for training. Graphics will help elaborate technical content and enhances learning. In this phase, the most important task is to write the content. For web-based learning, you need to have some amount of text beforehand, to upload it on the website before the actual training. After the development of content, send it to business owners for approval. For instructor-lead training, the entire content is checked using all the necessary equipments. You may want to suggest a suitable training venue or a seminar room for rent to conduct employee training.

1. Training Implementation

Key deliverables: participant assessments, feedback forms and attendance forms

After the approval of content, the training is in the launching phase. But before that, you need to distribute copies of the training content to all the training facilitators for review and testing.

• Distribute manuals, software and books to concerned people
• Complete registration and course scheduling
• Arrange transportation for trainers and trainees, if necessary

1. Training Evaluation

Key deliverables: program evaluation report, and project evaluation report

This phase is related to every phase and involves feedback from the people related to the training process. Feedback from business owners, project managers, instructional designers and participants helps training developers and trainers to improve flaws and prepare further courses. Evaluation helps determine the sufficiency of training material as well.

What are the six stages in the training design process?

What are the step on designing training?

What are the 7 steps of training design process which step is most important and why?

How many steps are in the training design process?