How To Prepare A Basic Training
Module
Maria Cristina C. Aguiman, RSW, MSSW
Use the “ADD” Concept
Assessment : What do your learners need to know to accomplish job related task?
Design: What will your training module look like?
Development: What content, learning methods and resources will you need?
Assessment (Characteristics of Learners)
Need to know: The learners want training delivered when “THEY” need it, when
they are ready and wanting to progress to a new task or a new stage
Self Concept: The learners have a desire to be recognized by instructor as
independent and self directed.
Life Experience: The learners expect the instructor to recognize their prior
accomplishments and knowledge
Task centered and Practical: The learners feel that the training should help them
meet job related needs.
Internally Motivated: The Learners want to be largely (but not exclusively)
driven by internal rewards and not, for e.g., grades or marks.
Design
Trainer Notes: Detailed explanation with questions from students and trainer
Class Discussion: Conversation with questions posed to elicit thoughtful responses
from learners
Games: Competitive activities that allows learners to test their knowledge and skill
in the subject.
Small Group Exercises: 4-6 people answering questions or solving problems
together
Role Plays: Smaller groups designed for more intense discussion and problem
solving.
Design (Cont’d….)
Instructional Plan: An instructional plan is a map that outlines the design of your training
module and includes the following:
Training Program Title Participant Requirements
Overall Description of the Training Instructional Material and Aids needed
Learning Outcomes Logistical Issues
Length of Training Content Outline, including
Target Learners >Major Topics to be addressed
Overall Format for Training >Brief description for each topic
> Identification of learning methods used
Development
Consider the following while developing content for the module:
Have you taken into consideration primary content, i.e. one-to-one conversations/personal
experiences/feedback?
Have you provided enough information and learning experiences for trainees to
accomplish the stated learning outcomes?
Is there a balance of interactive, independent, and instructor led training experiences?
Is there enough detail to allow a trainer to use the content outline to teach the training
program?
Development (Cont’d….)
A training module is built on a series of carefully designed learning experiences.
When developing learning experiences, consider the following:
Develop learning experiences based on a specific learning outcome
The learning experience should be appropriate to the learning domain as well as for
accomplishing the learning outcome
Use a variety of learning experiences
Allow for questions and student-to-student interaction in each learning experience
Consider the constraints in facilitating each learning experience
Effective Tips
1. Preparing the information: The first task is to determine STEP 1
what you have to teach and how you’re going to teach it
Figure out the skills you need to teach.
Write an outline of the specific skills you intend to teach
and prioritize those skills in the order they should be
taught.
Divide these skills into specific groups.
From your outline, organize the skills you need to teach
into sets of steps.
These groups should provide enough material for two-
hour training increments, including an assessment at the
end.
Check for continuity and completeness.
PERSONAL PREPAREDNESS
Make sure that the steps you have chosen for each group
include everything needed to learn a particular skill.
Mental Communication
Mental
Effective Tips Models --------------- Models
Verbal Descriptions
STEP 2
Complimentary
Visual
Models
2. Creating the class: Now that you know what you need to deliver, you have to decide
how to convey the information
Design your presentation.
Ideally, use PowerPoint to design your presentation, take the time to write it down or type
it up, making sure to double-space your lines for easy reading.
Effective Tips
Read through the presentation as though you had never learned these skills before.
Make notes for additions, changes, screen shots, etc.
Run through the information again.
Ask another trainer to look over your design and give you feedback. If anything is unclear
or left out, this is the time to fix it.
Write the training guideline.
Training Notes should be written with instructions for the trainer in bold letters.
For the Title, use font size 32/36 and you can use fonts like Mercedes (Headings)/Bookman
Old Style/Book Antiqua/Times New Roman.
Make sure that the font you use is large, minimum 16, and in an easy-to-read font, such as
Calibri/Times New Roman, so that you can glance at it quickly and find it easy to follow.
“A picture is worth a 1000 words”. Use appropriate pictures which depict what you want to
say
Effective Tips STEP 3
3. Keep it Simple:
Remember to keep it in order, keep it
simple and easy to follow.
Make sure you have practiced the
presentation several times (enough to
become at ease with the program), and
you will be assured of an effective
training presentation
