Lesson 7: Training Design Flashcards
What is training design?
Training design involves preparing and planning events to facilitate learning.
How does training design affect learner engagement?
The design of a training program influences learner engagement, which is the extent to which trainees are cognitively, physically, and emotionally immersed in the training content and the learning process.
What decisions are involved in training design?
Training design involves many important decisions, such as whether to purchase a training program from a vendor or design it in-house, what content to include, what training methods to use, how to provide trainees with opportunities for practice, and what strategies to include to maximize the potential effects of practice on learning and retention.
What is the starting point that connects needs analysis to training design?
The starting point that connects the needs analysis to training design is writing training objectives.
4.1: Training Design Activities
What is a training objective?
A training objective is a statement that answers the question, “What should trainees be able to do at the end of a training program?”
What do training objectives describe?
Training objectives describe the knowledge and skills to be acquired, as well as the expected on-the-job behavior and performance.
Why are training objectives important?
Training objectives are an important link between the needs analysis stage and the other stages of the training and development process. They help to ensure that the training program addresses the identified needs and serves the intended purposes for trainees, trainers, and managers.
When should training objectives be written?
Training objectives should be written prior to designing a training program. They provide a clear direction for designing the training and help to ensure that the training program is effective in achieving its intended outcomes.
What is the difference between learning and performance in the context of training?
Learning involves the process of acquiring new knowledge, skills, and attitudes, while performance involves the use of these new skills, knowledge, and attitudes on the job.
4.2: Purpose of Training Objectives
What are the four key elements of a training objective?
1) who is to perform the desired behavior,
2) what is the actual behavior to be used to demonstrate mastery of the training content or objective,
3) where and when is the behavior to be demonstrated and evaluated.
4) what is the standard by which the behavior will be judged.
Why is it important to specify who is to perform the desired behavior in a training objective?
Specifying who is to perform the desired behavior helps to ensure that the training is targeted to the appropriate audience and that the training objectives are relevant to their job roles and responsibilities.
What is Bloom’s taxonomy of learning objectives?
Bloom’s taxonomy is a framework for categorizing learning objectives into six main categories, which are ordered from simple to complex and concrete to abstract. The categories are: remember, understand, apply, analyze, evaluate, and create.
Why is it important to specify the conditions under which the behavior will be demonstrated and evaluated?
Specifying the conditions under which the behavior will be demonstrated and evaluated helps to ensure that the training objectives are realistic and applicable to the actual job context.
hat is the standard by which the behavior will be judged in a training objective?
The standard by which the behavior will be judged specifies the level of performance that is expected from the trainee and provides a basis for evaluating whether the training objectives have been met.
What is an example of a training objective that includes the four key elements?
An example of a training objective that includes the four key elements is: “The sales representative (who) will be able to make 10 calls a day to new customers (what) in the territory assigned (where and when) and will be able to generate three (30 percent) sales worth at least $500 from these calls (how or the criterion).”
Why should training objectives closely resemble the task analysis?
Training objectives that closely resemble the task analysis are more likely to be relevant and applicable to the job context, and are more likely to be approved, learned, and used on the job.
What is a task analysis?
A task analysis is the process of breaking down a job into its component tasks and identifying the knowledge, skills, and abilities required to perform those tasks.
An example of a task analysis for the job of a receptionist could include tasks such as answering phones, greeting visitors, handling incoming and outgoing mail, scheduling appointments, and maintaining records.
What are the benefits of writing training objectives that resemble job behaviors?
Writing training objectives that resemble job behaviors helps to ensure that the training is relevant and applicable to the job context, and helps to increase the likelihood that the trainees will use the skills and knowledge they have acquired on the job.
What are the three key components of a well-written training objective?
The three key components of a well-written training objective are: performance, condition, and criterion.
What does the performance component of a training objective describe?
The performance component of a training objective describes what the trainee will be able to do after the training and what work behavior they will be able to display.
What does the condition component of a training objective describe?
The condition component of a training objective describes the tools, time, and situation under which the trainee is expected to perform the behavior, and where and when the behavior will occur.
What does the criterion component of a training objective describe?
The criterion component of a training objective describes the level of acceptable performance, standard, or criteria against which performance will be judged.
Why is it important to include all three components in a training objective?
Including all three components in a training objective helps to ensure that the objective is clear, specific, and measurable, and provides a basis for evaluating the effectiveness of the training program.
4.3: Bloom’s Taxonomy of Learning Objectives
Why should representative workers be involved in the development of training objectives?
Involving representative workers in the development of training objectives helps to ensure that the objectives are relevant to their job roles and responsibilities, and increases their buy-in and motivation to participate in the training.
Who should review and approve the training objectives?
The training objectives should be reviewed and approved by the managers and supervisors of the trainees, as well as by the team consisting of the trainer, trainees, and their supervisors.
What is the purchase-or-design decision?
The purchase-or-design decision is the process of deciding whether a training program should be designed in-house by the HR or training staff or by an external consultant or vendor.
What are the advantages of designing a training program in-house?
Designing a training program in-house can be more cost-effective, allows for greater customization to the specific needs of the organization, and helps to build the internal capacity and expertise of the organization.
What are the advantages of purchasing a training program from an external vendor?
Purchasing a training program from an external vendor can save time and resources, can provide access to expertise and resources that may not be available in-house, and can provide a fresh perspective on training needs and solutions.
What is the make-or-purchase decision in training and development?
The make-or-purchase decision refers to whether an organization should create training materials in-house or purchase them from external sources.
What are the main reasons for outsourcing training and development programs?
The main reasons for outsourcing training and development programs are cost savings, time savings, and improvements in compliance and accuracy.
When is it more economical for an organization to purchase training materials rather than develop them in-house?
It is more economical for an organization to purchase training materials when they will only be used once or twice.
What are the advantages of using packaged training programs?
The advantages of using packaged training programs include high quality, immediate delivery, ancillary services (tests, videos), potential for customization, learning from others’ implementation experience, extensive testing, and often a lower price than internally developed programs.
What are the advantages of developing training programs internally?
The advantages of developing training programs internally include security and confidentiality, use of the organization’s language and values, internal content expertise, understanding of the specific target audience and organization, and pride and credibility from having a customized program.
What are some factors to consider when deciding whether to design a training program in-house or purchase one from an external vendor/consultant?
Factors to consider when making the purchase-or-design decision include the organization’s needs, available resources, cost, time, level of expertise required, and whether organization-specific content is needed.
What is a cost–benefit analysis, and why is it important in the purchase-or-design decision for training programs?
A cost–benefit analysis is a comparison of the costs and benefits of purchasing versus designing a training program. It is important in making the purchase-or-design decision because it helps determine which option is most cost-effective.
What expertise is needed to design a training program in-house, and why is this important to consider?
Designing a training program requires expertise in areas such as training methods and the principles and theories of learning. If the human resource department does not have this expertise in-house, it will need to purchase all or part of a training program.
What is a factor to consider in terms of the timeline for training?
If there is a need or desire to begin training as soon as possible, then the organization will need to purchase a training program, as designing a new program may take too much time.
What is a factor to consider in terms of the number of employees who need to be trained?
If a large number of employees need to receive training now and in the future, designing a new training program in-house makes more sense.
What are the different options for purchasing training products and services?
Organizations can purchase an off-the-shelf training program, hire a consultant to design and/or deliver a training program, or deliver a purchased training program in-house using their own training staff or subject-matter experts.
What is a request for proposal, and why is it important when choosing a vendor or consultant to design and/or deliver a training program?
A request for proposal is a document that outlines an organization’s needs and requirements for a training program and asks potential vendors or consultants to provide a proposal for designing and/or delivering the program.
It is important because it helps ensure that the chosen vendor or consultant can meet the organization’s needs and requirements.
What is a request for proposal (RFP), and what is its purpose in the purchase of training products and services?
An RFP is a document that outlines an organization’s training and project needs and is used to solicit proposals from vendors and consultants. Its purpose is to help the organization find a vendor or consultant that can provide the best solution and is a good match for the organization.
What information should be included in an RFP for training products and services?
An RFP should provide detailed information about the organization’s training needs and the nature of the project, a detailed statement of the work, instructions on how to respond, and a schedule for the RFP and the selection process.
Why is it important to prepare a detailed RFP when searching for a vendor?
Creating a detailed RFP helps ensure that the organization purchases what it really needs and communicates its training needs and required project to stakeholders and potential vendors. Failure to do so can result in purchasing a program that is unnecessary and more costly than necessary.
What are the potential consequences of failing to prepare a detailed RFP when searching for a vendor?
Failing to prepare a detailed RFP can result in an organization purchasing a program that is unnecessary and more costly than necessary.
What are some things to consider when creating an effective RFP for training products and services?
Some things to consider include having a clear vision of your overall learning strategy, creating proper scope for the project, developing a vendor pre-qualification checklist, creating a vendor scorecard, using a template if one exists, being candid about the project, designing a request-for-information questionnaire, and allowing sufficient time for responses.
What is the importance of designing the training content when developing a training program?
Designing the training content is crucial because it must be based on the training needs and objectives, and it should be relevant and meaningful to trainees to facilitate learning and retention.
Why is it important to conduct a thorough needs analysis prior to designing a training program?
Conducting a thorough needs analysis helps trainers determine the required training content based on the organization’s needs and objectives, and helps ensure that the training program is effective.
How can training content be determined?
Training content can be determined by analyzing the tasks or skill requirements of the job, comparing employees’ current levels of knowledge and skills to the organization’s desired levels as indicated by performance goals or objectives, and reviewing research on training effectiveness.
What is the importance of consulting subject-matter experts when determining training content?
Subject-matter experts can specify the knowledge, skills, and abilities required to perform a task or a job and determine the appropriate training content.
4.4: Conditions of Practice
4.1: Revised Model of Training effectiveness
The revised model of training effectiveness shows that training and development, trainee characteristics, and training design all influence learning and retention, which in turn lead to individual behavior and performance that influence organizational effectiveness.
