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Best Practices Training
Best Practices Training
Best Practices Training
1
• how you would benefit
• why your boss would care
• why your organization would care.
1 Ethan S. Sanders and Sivasailam “Thiagi” Thiagarajan, Performance Intervention Maps. © ATD. Association
for Training & Development. Adapted from a study by Peter J. Dean, Martha R Dean, and Rebecca M.Rebalsky.
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Who would use it:
The ATD HPI model and approach should be used by any talent development professional
responsible for improving human performance and driving business impact.
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2 Best Practice #2: Get the Assessment
and Design Right.
Once you have determined there is a gap in knowledge and skills, and that a training event is
the most appropriate solution, use a proven instructional design framework to guide you.
ADDIE is the most widely known and used instructional design framework, helping learning and
performance professionals design and deliver the most effective training solutions. Take a look at
the categories of ADDIE below. Which phases have you already mastered and which categories
would you like to explore further?
Phase Description
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Who would use it:
Most, if not all, instructional designers should be using this best practice, as well
as trainers, managers, and learning and development leaders.
Dive deeper into the ADDIE categories, and build or strengthen your skill set in
ATD’s Designing Learning Certificate Program.
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3 Best Practice #3: Integrate the Essential E-Learning Design
Components.
First you will want to be strategic about why you use an online environment for training.
A strategic approach to the why and what will then lead you smoothly to the how. Use
these simple online design components to maximize interactivity, participant engagement,
and learning transfer.
• Motivation
• Learner Interface
Learner
Interface
Motivation
E-Learning
• Content Structure and Sequencing Design Content
Structure and
• Navigation Components Sequencing
Navigation
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4 Best Practice #4: Use an Engaging Training Model.
Building upon participants’ existing knowledge and skills and maximizing engagement
are two critical keys to training success. To ensure your training accomplishes this, consider
using a proven training model.
1. Rationale
Five-Step 2. Objective
3. Activity
Training 4. Evaluation
Model 5. Feedback
(confirming or corrective)
Explore this training model and others in the ATD Training Certificate Program.
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5 Best Practice #5: Plan for Evaluation.
Measuring learning impact is critical in training and development. What levels of evaluation do
you currently measure? Do your senior executives understand the impact of your learning and
development efforts? The graphic below provides a snapshot view of the learning value chain.
0 Input
Level
2 Learning
3 Application
4 Business Impact
LEARNING VALUE CHAIN
Measurement Focus
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Why your organization would care:
Organizations need to make decisions on where to invest energy and efforts for the greatest
impact. Implementing a sustainable evaluation strategy for your programs will ensure that you
come to the table with answers to guide your organization’s decision-making. No learning or
performance solution is complete without proper planning and implementation of an evaluation.
Make your efforts and investments count.
Learn more about this area of expertise in the ATD Measuring and Evaluating Learning
Certificate Program.
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