Development Plan: Course Developing Competency Carsem Malaysia Sdn BhdHRD Training Executive

Development Plan of Training Executive for Course Developing Competency

Trainer’s Name: ______________________________ Date:________________________

A= meets advanced competency (advanced tangible results or outputs are visible)

B = meets basic competency (tangible results or outputs are visible)I = incomplete (tangible results or outputs are not observed, missing or partially complete)N= behavior not observed (not competent)

Course Designer Competency

Advanced Results or Output

Self Rating 3rd-Party Rating

Planning Competencies: Needs Assessment

1. Uses performance analysis to sort training and non-training issues

Performance analysis report

2. Uses target population analysis to identify critical elements about the intended participants

Target population statement Recommendations

3. Conducts a “needs versus wants” analysis to identify common needs of a specific target population

Data summary Recommendations

4. Conducts a job analysis to identify critical job success elements

Data summary Recommendations

5. Conducts a task analysis to break a task into its teachable parts

Task breakdown

6. Creates a skill hierarchy to identify supporting skills and course prerequisites

Skill hierarchy Course prerequisites

7. Writes terminal and enabling learning objectives that meet four criteria

Terminal and enabling course objectives

8. Facilitates a feedback meeting to interpret data

Shared recommendations

Planning Competencies: Training Plan

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Development Plan: Course Developing Competency Carsem Malaysia Sdn BhdHRD Training Executive

Course Designer Competency

Advanced Results or Output

Self Rating 3rd-Party Rating

9. Identifies the training issue and how it relates to a business need

Training plan issues related to a business need

10. States the outcome, results, and objectives of the training

Training plan results

11. States the performance deficiency and its causes

Performance deficiencies and causes

12. Identifies or establishes performance standards

Performance standards

13. Identifies the target population

Target population statement

14. Establishes criteria to evaluate the training

Evaluation tools

15. Describes the proposed intervention

Variety of activities and interventions Job aids

16. Estimates the cost of the training plan

Feasibility cost estimate

17. Builds a partnership with management to ensure success of the training plan

Partnership roles

18. Schedules training Training schedule

Developing Training Competencies

19. Creates a broad content outline

Content outline

20. Identifies sources for course content

Resources

21. Selects appropriate methods

Methods based on knowledge, skill, or attitudinal objectives

22. Sequences training methods

Sequenced training methods

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Development Plan: Course Developing Competency Carsem Malaysia Sdn BhdHRD Training Executive

Course Designer Competency

Advanced Results or Output

Self Rating 3rd-Party Rating

23. Ensures a variety of pacing for training methods

Pacing plan

24. Identifies how much practice is required to learn a new skill

Practice plan

25. Writes training activities Written activities

26. Identifies the appropriate type of lesson plan for a specific course

Template for lesson plan

27. Writes the lesson plan Lesson plan

28. Conducts a pilot workshop and makes appropriate revisions

Pilot workshop Course revisions

Evaluation Competencies

29. Designs a reaction sheet to get feedback from participants

Reaction sheet

30. Writes a test to measure learning

Valid and reliable test

31. Creates a skill performance checklist to measure the transfer of learning to the workplace

Skill performance checklist

32. Creates a return on investment analysis to identify results

Analysis

% Total of competencies observed

% Total required for competence

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Development Plan: Course Developing Competency Carsem Malaysia Sdn BhdHRD Training Executive

1. List competencies that exceed expectation:

2. Identify

Underdeveloped or Knowledge, skills, and unobserved competencies attitudes to acquire

3. Identify competencies that require coaching and feedback:

4. Identify resources required to develop these competencies:

Target date for re-evaluation:

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