Designing & Conducting Specific T & D
Programs
Training & Development
Lecture 6
Chinese Proverb:
Tell me, I forget.
Show me, I remember.
Involve me, I learn.
Training design models
• Instruction system development model
Training design models
• The Instructional System Development model
comprises of five stages:
– 1. Analysis
• This phase consist of training need assessment, job analysis, and
target audience analysis.
– 2. Planning
• This phase consist of setting goal of the learning outcome,
instructional objectives that measures behavior of a participant
after the training, types of training material, media selection,
methods of evaluating the trainee, trainer and the training
program, strategies to impart knowledge i.e. selection of
content, sequencing of content, etc.
Training design models
• The Instructional System Development model
comprises of five stages:
– 3. Development
• This phase translates design decisions into training material. It
consists of developing course material for the trainer including
handouts, workbooks, visual aids, demonstration props, etc.
course material for the trainee including handouts of summary.
– 4. Execution
• This phase focuses on logistical arrangements, such as arranging
speakers, equipment benches, podium, food facilities, cooling,
lighting, parking, and other training accessories.
Training design models
• The Instructional System Development model
comprises of five stages:
– 5. Evaluation
• The purpose of this phase is to make sure that the
training program has achieved its aim in terms of
subsequent work performance.
• This phase consists of identifying strengths and
weaknesses and, making necessary amendments to any
of the previous stage in order to remedy or improve
failure practices.
Process of training design
Process of training design
• Designing a training program involves a series
of steps from identifying the learning
objectives, determining the training content,
deciding the methodologies, selecting the
learning activities, defining evaluation criteria
and to specifying follow-up activities.
• Even though it is the standard sequence of
activities, training managers may have some
variations depending upon the situations.
Process of training design
• Identifying the training objective
– Training objectives are of great significance from a
number of stakeholder perspectives:
●
Trainer ●
Trainee
●
Evaluator ●
Designer
Process of training design
• Determining training content
– The major activities involved in the action plan
are:
• Identifying the program contents and activities.
• Dividing program contents into sub-topics.
• Segregating the contents and activities into knowledge,
skill, and attitude related
• Organizing the content sequentially.
Process of training design
• Selecting training methods
– Training methods can be broadly classified into
two groups
• On the job approaches like job instruction training, job
rotation, coaching, mentoring, etc.
• Off the job approaches like classroom training,
seminars, workshops, etc.
Process of training design
• Identifying learning activities and developing
lesson plan
– There are some basic rules for developing lesson
plans:
• There should be proper sequencing of learning.
• The training manger should prepare an instructor guide
• The training manager should ensure that the morning
sessions are used for difficult topics, subject to proper
sequencing
Process of training design
• Defining evaluation criteria
– Training design is
incomplete if it does not
contain evaluation
criteria
– The objectives of the
evaluation are to see
how far the training
program was effective enough in meeting the
training objectives.
Process of training design
• Specifying follow-up activities
– Following questions while specifying follow-up
activities and has to find answers for them in
advance:
• Whom can the trainee ask if he requires any guidance
while practicing at workplace?
• What should the trainee do for his part to master the
taught skills?
• Can those trainees who fail to meet the pre-
determined standards of performance be retrained?
