TRAINING DESIGN

What is Training Design?

 Is concerned with specifying instructional objectives, sequencing training materials,
incorporating learning principles, and identifying effective training methods.
 The design of the training program can be undertaken only when a clear training objective
has been produced.

ILLUSTRATION OF TRAINING
DESIGN
Organizational
Resources
Practices
Priorities, etc.

Training
Trainer Climate Trainees

Trainer’s Skills Trainee’s learning style

Training Training Training Support Program

Objectives strategies Tactics Facilities Design

Terminal Training On/Off

Objectives Topics The job

Enabling Break up program contents into subtopics

Objectives or modules

Lesson Categorize content into information,

Objectives knowledge, skills and attitude

Sequence the
contents

Determine learning outcomes for

each topic

Constraints

 THE TRAINER – analyze his technical, interpersonal, judgement skills in order to deliver quality
content to trainers.

 THE TRAINEES – training design requires close scrutiny of the trainees and their profiles.
 TRAINING CLIMATE – comprises the ambience, tone, feelings, positive perception for training
program, etc.

 TRAINEES’ LEARNING STYLE – the learning style, age, experience, educational background of
trainees must be kept in mind.

 Training Strategies – the trainer translates it into specific training areas and modules.

-We can use different strategies to catch up, boost the interaction of our trainers. (example: Ice
Breaker)

 Training Topics – trainers break the content into headings, topics, and modules

-the trainer or speaker should know and expert about the topic.

 Sequence the contents – content are then sequenced in a following manner.

 From simple to complex
 Topics are arranged in terms of their relative importance
 From known to unknown
 From specific to general

 Training Tactics –
the method selection depends on the following factors:
 Trainees Background
 Time Allocated
 Style preference of trainer
 Level of competence of trainer
 Availability of facilities and resources, etc.

 Support Facilities – it can be segregated into printed and audio visual. The various requirement in a
training program are white boards, flip charts, markers, etc.

 Constraints – is the limitations or the restriction of the training.

The various constraints that lay in the trainer’s mind are:

 Time (We should consider the availability of our trainee’s)
 Accommodation, facilities and their availability (we need a team assigned to help us)
 Furnishings and Equipment
 Budget
 Design of the Training

PREPARATION FOR DESIGNING YOUR TRAINING PLAN

1. Don’t worry about whether your plan is perfect or not – the plan is guide, not law.
2. Remember that Training and Development is a process
 It doesn’t happen for just one day
 So mostly training should be at least 2 or 3 days.
 3. Prepare your Training Design

Learning Documentation/
Training Goal Learning Objectives Evaluation
Methods/Activities Evidence of Learning
Overall results or What you will be What you will do in Evidence produced Assessment and
capabilities you able to do as a order to achieve during your learning judgement on
hope to attain by result of the the learning activities – these are quality of evidence
implementing your learning activities in objectives. result that someone in order to conclude
training plan. this plan. can see, hear, feel, whether you
read, smell. achieved the
learning objectives
or not.

4. Following documents can greatly improve the quality of the training plan
 Basic requirements of Learners: to learn, you must be willing to grow, to experience,
Growth requires seeking ongoing feedback.
 Suggestions to enrich any training and development plans

5. Determining overall goals in training

6. Determining learning objectives and activities
7. Planning implementation of your Training Plan
8. Planning Quality control and evaluation of your training plan and experiences

Note: So all of these from 1 to 9 this is your FORMAT for your TRAINING DESIGN. This is the content
of your training design.

ROBERT GAGNE’S
NINE STEPS OF
INSTRUCTION
INFORM STIMULATE PRESENT ELICIT ASSESS ENHANCE
GAIN LEARNER OF RECALL OF INFORMATIO
PROVUDE PROVIDE
PERFORMANC PERFORMANC RETENTION &
ATTENTION GUIDANCE FEEDBACK
OBJECTIVES PRIOR INFO. N E E TRANSFER

TRAINING METHODLOGIES - a training method is an instrument or a technique that is used by a

trainer to impart training to the trainees , so as to meet and fulfill the determined training
objectives.

Types of training Methods

 On the Job Training Methods – is delivered to employees while they perform their regular
jobs.

Include four critical training elements:

 Transfer of knowledge
 Skill acquisition and practice
 Coaching by an experienced provider
 Assessment of performance
 Job Rotation – involves moving an employee through a series of jobs so he/she can get a
good feel for the tasks that are associated with different jobs.
 Coaching – the learner follows a learning process at work, usually with the involvement of
the manager or supervisor using the real work projects.
 Mentoring – to provide the more junior employee with guidance and a clear understanding
of how the organization goes about its business. Has application in higher level and more
complex situation
 Project Management – Projects require the trainees to do something on the job which
improves the business as well as helps them learn about the topic of training.
 Apprenticeship – develop employees who can do many different tasks.
 Computer Based Training – The content is provided through video-tape or computer based
program.
 Job Instruction Technique – It is a strategy with focus on knowledge, skills and attitudes
development.

It consists of 4 steps:
-Plan
-Present
-Trial
-Follow-Up

 Off the Job Training Methods -is the training method where in the workers/employees learn
the job role away from the actual work floor

example:
 Lecture Method
 Group Discussion
 Case Study Method
 Role Play
 Seminar/Conference
 Field Trip
 E-Learning
 Demonstration Training Method
 Demonstration –
 Very effective for basic skill training
 Trainer shows trainees how to do something
 Provide an opportunity to perform the tasks being demonstrated
 Emphasizes the trainee involvement

 Simulations – Trainees participate in a reality-based interactive activity where they imitate

actions on the job.
Advantages:
 Training becomes more reality based
 Directly applies to job performed after training
 Easy to retain what trainees have learned

Disadvantages:
 Time consuming
 Trainer must be very skilled and make sure that trainees practice the skills correctly

 Roleplay – attempt to bring realistic decision-making situation to the trainee. It’s just like
acting out a given role as in stage play. In this method of training, the trainees are required
to enact defined roles on the basis of oral or written description of a particular situation.
 Example: Costumer Service, Sales, Technical problem solving.

 Seminars and Conferences – combine several group methods: lectures, discussions, and
conferences.

What is Training Implementation?

 Putting the planed training program into action is called implementation of training
program.
 The training program is implemented by ensuring that the course ware, class setting,
and staff are ready once program is scheduled to begin

IMPLEMENTING TRAINING
Following are the guidelines for conducting the designed program:
1. The trainer to be prepared mentally
2. Arranging the physical Environment (avoid noisy places, the ventilation and make sure the
participant is comfortable)
-space (the venue)
-Configuration
-Seating Arrangement

3. Greeting participants and establish rapport (dapat start with small talk and make them
comfortable before we start our training)
-learn name of each trainees
-Learner’s title
-Friendly interaction
-personal interview
-listen to learner’s comments and opinion

4. Acquiring the best from first 30 minutes

-The trainer should get to class before learners arrive, be the last one to leave
-at the first meeting, learner should pair up the learners and have them get acquainted with
one another
-circulate around the class as you talk or ask questions
-the trainer should use familiar examples
5. Conduct Training -the training methodology called for in the courseware brought to life
by skillful trainers.

Prepared by:

MICHAEL N. SALES
MSHE – 1