Process of Designing a Training Program Tutorial | Train the Trainer

Process of Designing a Training Program

The process of designing a training program is not an easy task. Many problems occur in the process of designing a training program. Some of the common problems are; creating training that does not support a business goal, problems that training cannot fix, how to identify the purpose of a training program, and sometimes all of these things.

So, how to create an effective training program for the employees? Below are the five steps that will help you to create a more effective training program:

Step 1: Perform a Training Needs Assessment

The assessment of a training program has four-step to be followed:

  • Identifying the business goal that can be supported by a training program.
  • Determining the tasks that workers should perform to make the company reach its goals.
  • Conducting the training activities that will help in enhancing the learning of the workers to perform the tasks more effectively.
  • Determining the learning characteristics of the workers that will make the training effective.

Step 2: Develop Learning Objectives

A learning objective address things that your employees can get to know like:

  • What is the product flow?
  • How to maintain the product flow cycle?
  • Importance of good product lifecycle.


Process of Designing a Training Program


Step 3: Design Training Materials

While designing your materials, keep the following points in mind:

  • Focus on the learning needs of your employees.
  • Create training assessments that can directly relate to the learning objectives.
  • Remember the adult learning philosophies.
  • Include more hands-on practice or simulation as possible.
  • Put the employees in control of the learning process.
  • Do possible thing to let the employees talk and interact with the trainer and with each other while attending the training.
  • Make sure there is plenty of opportunity for opinions.
  • Break your training materials into small pieces that are easier to understand.
  • Use “blended learning” approach that includes training in various types.
  • Appeal to your workers’ senses during the training.

Step 4: Implement the Training

Implementation can take different forms by moving forward to the training. It can be classroom instructions, the completion of e-learning modules, or more.

Step 5: Evaluate the Training

This method involves evaluating the training at four levels. Those four levels of evaluation are:

  • Employees’ reaction to training.
  • Employees’ learning through the training.
  • Employee’s job behaviour post-training.
  • Beneficial business results.


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