COURSE PACKET 2

Question 1

comprises a series of steps that needs to be followed
systematically to have an efficient training programme.

Answer 1

Training Process

Question 2

____ is the systematic investigation of training needs within an organisation. It is part of a process which integrates training with the business or development plans of an organization.

Answer 2

Training Needs Analysis (TNA)

Question 3

provides information on the training and skills development requirements of all members of your network. It is one of the key steps in preparing a training plan and will provide you with information on which to
base your network’s training plan

Answer 3

Training Needs Analysis (TNA)

Question 4

Steps in Conducting an Effective Training Needs Analysis

Answer 4

 Prepare thoroughly
 Follow a structured methodology
 Link training needs with the objectives of the network
 Gain commitment from members to participate in the TNA
 Communicate with all those involved
 Ensure you have the skills to conduct the TNA (analytical and communication)
 Collate the results gathered
 Prioritise the identified training needs and group them into training categories

Question 5

Levels of Training Needs Identification

Answer 5

i. Needs at Organization Level
ii. Needs at Occupational Level
iii. Needs at Individual Level

Question 6

 Where a general weakness in the organization exists
 Where training in the organization is most needed

Answer 6

Needs at Organizational level

Question 7

 What is needed in terms of skill, knowledge and attitude to carry out the various duties related to a particular job or occupation

Answer 7

Needs at Occupational Level

Question 8

 Determining deficiencies in particular skills, knowledge and attitude on the part of the individual

Answer 8

Needs at Individual Level

Question 9

Typical methods of collecting information for your TNA

Answer 9

Surveys

focus groups

Individual interviews

reviewing existing documents

Discussions with steering group

Discussions with the relevant bodies

Question 10

____ are beneficial because many people can be polled in a short period
of time. They can be easily analysed and be quite cheap to administer.
___ can provide first level data which can then be explored deeper with focus groups.

Answer 10

Surveys

Question 11

allow for small group interaction, allowing the network to uncover details about their target audience and their requirements. Brainstorming is encouraged allowing for an exchange of new ideas and what training may be needed.

Answer 11

Focus groups

Question 12

Interviews must be conducted in a consistent manner and be conducted with precision and accuracy. A comparison should be made of what employees
are currently doing and what will be expected of them as the company continues to grow diversify and/or expand/downsize. Follow an agreed interview format with each company to ensure a common approach and for
ease of collation and subsequent analysis

Answer 12

Individual interviews

Question 13

This involves researching and noting what is going on – ‘getting the feel’ of the needs of the sector/region. This may include reviews of sector specific reports, national plans, reviews of member company business plans or policy
statements.

Answer 13

Reviewing existing documents

Question 14

These meetings shall be vital in determining the strategy employed in conducting your TNA, in determining the core objectives of the network and ensuring that the TNA captures as much information as possible. _____ meetings also play a key role in reviewing the results of the TNA and determining what training needs will be prioritised and presented in the Training Plan.

Answer 14

Steering groups

Question 15

It is often beneficial to consult with professional bodies of the particular sectors who have a high level view of the needs and upcoming skills deficits of that sector.

Answer 15

Discussions with relevant bodies (trade associations, Chambers of Commerce, universities, unemployment services)

Question 16

SMART

Answer 16

Specific
Measurable
Achievable
Relevant
Time-Based

Question 17

What will be accomplished? What actions will you take?

Answer 17

Specific

Question 18

What data will measure the goal? (How much? How many?
How well?)

Answer 18

Measurable

Question 19

Is the goal doable? Do you have the necessary skills and
resources?

Answer 19

Achievable

Question 20

How does the goal align with broader goals? Why is the result important?

Answer 20

Relevant

Question 21

What is the time frame for accomplishing the goal?

Answer 21

Time-based

Question 22

Consider whether other supervisors or companies have employees who need similar training. If so, one might combine your needs and funding to get a trainer to
conduct in-house training

Answer 22

Collaborate With Other Departments or Groups Doing Similar Training

Question 23

Consider using an ex-employee who has the skills needed by the learner. Of course, this option depends on whether the ex-employee left the organization under good terms and remains in good standing with the organization

Answer 23

Use Former Employees as Trainers

Question 24

There’s a wise saying that “Telling ain’t training.” Just because someone has strong knowledge of the subject matter does not mean that he or she will be a good
trainer. If you are considering hiring a consultant to conduct the training then consider issuing a Request for Proposal which asks potential trainers for the following information.

Answer 24

Use Subject-Matter Experts as Trainers

Question 25

If a suitable outside consultant or training program cannot be found, consider ________. it is accomplished primarily by the learner who leads or takes a strong role in determining learning goals, how they will be accomplished and how learning will be verified.

Answer 25

Self-directed learning

Question 26

the process of creating a blueprint for
the development of instruction.

Answer 26

Training design

Question 27

Factors of Training Design

Answer 27

Viewpoint
elements
considerations
benefits
model

Question 28

One key factor in designing training is _____. The designer must consider the training from the ______ of the learner.

Answer 28

Viewpoint

Question 29

The design phase of developing training includes establishing learning objectives, planning the steps to achieve those objectives, sequencing and structuring the steps to be taken including projects, lectures, videos, assignments, presentations, readings or other activities, and determining evaluation procedures.

Answer 29

Elements

Question 30

In designing a training program, the designer considers a variety of factors that will impact the training, including the current knowledge level of the audience, availability of various technologies, time frames, available resources and how the training may complement or conflict with existing programs.

Answer 30

Considerations

Question 31

The ______ of good design is effective training that engages learners with various methods, flows logically for better learning, uses resources wisely and meets learning objectives.

Answer 31

Benefits

Question 32

ADDIE, a common model used by training professionals, includes the design step. Steps in the model are analysis, design, development, implementation and evaluation.

Answer 32

Model

Question 33

Design Steps for a Training Program

Answer 33

Step 1 - Define Purpose of the Training and Target Audience

Step 2 - Determine Participants’ Needs

Step 3 - Define Training Goals and Objectives

Step 4 - Outline training content

Step 5 - Develop Instructional Activities

Step 6 - Prepare the Written Training Design

Step 7 - Prepare Participant Evaluation Forms

Step 8 - Determine Follow-up Activities for the Event

Question 34

ADDIE Model

Answer 34

Analysis
Design
Development
Implementation
Evaluation

Question 35

the training team works with the business owners to
analyze and assess the goals and objectives for the training being developed.

Answer 35

analyze

Question 36

After questions are assessed and answered during the analysis phase, the
training designer begins to layout the training content and to develop the design
document

Answer 36

design

Question 37

_____ phase is when storyboards for the training are developed, and
graphic designs are created or chosen.

Answer 37

development

Question 38

After the course content is finalized and approved by the business owners, the
training is ready to be launched. This occurs during the ______ phase.

Answer 38

Implementation

Question 39

feedback is generated by the participants of the
course. This can be done by surveys, either paper based or electronic.

Answer 39

evaluation