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.
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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