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Welcome to

Talent Management

Training Design

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Topics of the Day

Introduction to the Design of Training Organizational Constraints Developing Objectives Design Theory Facilitation of learning and transfer of

knowledge

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Introduction to the Design of Training

Result

Effective training differs from ineffective training in terms of the processes used to determine what employees need to learn and how training is designed and implemented.

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Introduction

Getting Started

Effective Training differs from ineffective training in terms of the processes used to determine what employees need to learn and how training is designed and implemented.

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Design phase of Training

The Design phase of Training is a process of identifying the set of specifications that will be used in the developing phase for creating the training modules.

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Design phase of Training

The design phase answers the following questions:

Why is training needed? Who will be trained? What are the training objectives, and

what methods will be used?

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Design phase of Training

When and where will the training take place?

What are the principles that will be used to facilitate the learning of the material and its transfer to the job?

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Design Phase

Input Process Output

Training

Needs

OrganizationalConstraints

LearningTheory

Develop

Training

Objectives

Determine factors that facilitate

learning & transfer

Identify alternativemethod of instruction

Evaluationobjectives

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Design phase of Training

Suppose that an HRD department completed a TNA that indentified that Supervisors need training in Effective Communication Skills, The next step decisions to be made include the following:

What will the training achieve? What methods of training will be used? How much time will be allotted for the

training?

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Design phase of Training

How many trainees will be trained at the same time?

Whether this training will be conducted on company time or over time?

Whether this training will be voluntary or mandatory?

Where to locate training?

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Organizational Constraints

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Food for Thought

If the HRD department does not have the resources to develop a program, or if trainees can not be off for the time needed for training “as per the design phase”, then these factors will help shape what the training will look like and how it will be offered.

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Organizational Constraints

Organizational / Environmental

Constraints.

Trainee Population

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Organizational / Environmental Constraints. Budgets generally are limited, so

choices must be made about who gets trained and what type of training they receive.

One way of making these decisions is to use the Strategic Direction of the organization to set priorities.

“ The Strategic Plan provides a rationale for determining who gets how much of what kind of training”.

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Organizational / Environmental Constraints.

If the organization does not have a clear strategic plan in place, the top Managers of the Human Resources Department can establish priorities by meeting with Senior Executives.

Such meetings help define HR and HRD priorities and determining how to put resources inline with the direction of the company.

“A side benefit is that the process might stimulate top management to engage

in Strategic Planning”

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Organizational / Environmental Constraints. The Technological Sophistication of

the organization affects the type of training that can be offered.

If there are many locations, and each location has access to Computer Networks or Video-Conferencing, the type of training you can offer will be different from that offered by an organization without these capabilities.

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Organizational / Environmental Constraints.Decisions about training priorities also

follow the Law. As, Some training is mandated by Law. Some training is function of legal

requirements.

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Trainee Population

What if the TNA identifies two or more groups with the same learning objectives but different levels of KSA.

“ it is difficult to develop a single program to meet their needs”.

Sometimes the TNA identifies a wide variability in the KSAs of the target population.

Sometimes trainees hold negative feeling about a particular training technique.

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Developing Objectives

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Developing Objectives

The term Training Objectives refers to all objectives that are developed for the training program.

There are generally four types of training objectives:

1. Trainee Reaction Objectives.2. Learning Objectives.3. Transfer of Training Objectives.4. Organizational Outcome Objectives.

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Trainee Reaction Objectives

Trainee Reaction ObjectivesDescribes the desired

attitudinal and subjective evaluations of training by the trainee.

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Learning Objectives

Learning ObjectivesDescribes the types of: Behavior that will demonstrate

the learning, The conditions under which the

behavior must occur, The criteria that will signify that

sufficient level of learning has occurred.

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Transfer of Training Objectives

Transfer of Training ObjectivesDescribes the: Job behaviors that will be affected by

training, Conditions under which those

behaviors must occur, Criteria that will signify that a

sufficient transfer of learning from training to the job has occurred.

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Organizational Outcome Objectives

Organizational Outcome ObjectivesDescribes the organizational outcomes

that will be affected by the transfer of learning to the job and the criteria that will signify that organizational outcome objectives were achieved.

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Objectives

Objectives are statements about what is expected to be accomplished. A good objective has three components:

1. Desired Outcome: What should be expected to occur?

2. Conditions: under what conditions is the outcome expected to occur?

3. Standard: what criteria signify the outcome is acceptable?

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Design Theory

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Design Theory

There are several theories related to the effective design of training, some are specific only to Cognitive Learning and others focus only on Attitude Change.

Comparison of Topical and Spiral Sequencing 1 of 2

Topical Sequencing Spiral Sequencing

Module 1

Module 2

Module 3

Topic B

Module 1

Module 2

Module 3

Topic A Topic B Topic C

Module 1 Module 1 Module 1

Topic A Topic B Topic C

Module 2 Module 2 Module 2

Topic A

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Comparison of Topical and Spiral Sequencing 2 of 2

Topic C Topic A Topic BTopic C

Module 1 Module 3 Module 3 Module 3

Module 2

Module 3

Topical Sequencing Spiral Sequencing

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Questions

Thank you,