Training Design

Question 1

What can commence after determining training objectives?

Answer 1

Training Design

Question 2

To what must training design attend to?

Answer 2

Specific Objectives

Question 3

Where is effective training designs reflect on?

Answer 3

On the learners, instructional managers and how best to transfer the training from class to workplace.

Question 4

What is readiness of learners?

Answer 4

It means trainees must have the ability to learn which everyone has

Question 5

What are the learner characteristics?

Answer 5

Learners must be ready and able to learn to make training successful.

Question 6

Trainees should possess

Answer 6

The motivation to learn, have self - efficacy, see the value of training and have a learning style that tailors the training

Question 7

Instructional Strategies

Answer 7

Part of training design is to choose the right combination of strategies that can fit the learner’s characteristics.

Question 8

Examples of instructional strategies

Answer 8

Feedback, overlearning, behavioral modelling, error-based examples, reinforcement, and immediate confirmation.

Question 9

Error-based

Answer 9

Sharing with learners what can go wrong when they do not use the training properly.

Question 10

Reinforcement

Answer 10

Repeat responses when given rewards.

Question 11

Immediate confirmation

Answer 11

Giving of feedback as soon as possible.

Question 12

Transfer of learning

Answer 12

Transfer happens when learners actually use on the job what knowledge and information they learned in training.

Question 13

Effective transfer of training meets two situations:

Answer 13

Trainees take the material learned in training and apply it to the job context in the workplace.

Employees maintain their use of the learned material eventually.

Question 14

What enhances the transfer of training?

Answer 14

1. Offer trainees with the overview of the training content and how it connects to the strategy of the organization.
2. Ensure that training reflects the job context.
3. Supervisors must support new trainees to use their skills upon returning to the job.
4. There must be an opportunity to use the training in the workplace.
5. Peers and supervisors must expect the learner to use the new skills in the workplace and hold them accountable in using it.

Question 15

Designing a training program

Answer 15

Training is an activity that should be designed and developed in advance.

Question 16

Considerations in designing training program.

Answer 16

1. Need assessment and learning objectives
2. Considering the learning styles
3. Delivery mode
4. Budget
5. Delivery style
6. Audience
7. Content
8. Timeliness
9. Communication
10. Measuring effectiveness of training

Question 17

1. Needs assessment and learning objectives

Answer 17

This part of the training design considers what kind of training is needed in the organization.

Once the training need is determined, set learning objectives to measure at the end training

Question 18

2. Consideration of learning styles

Answer 18

Making certain to educate using a diversity of learning styles is important to designing training programs.

Question 19

Delivery mode

Answer 19

What is the best technique to get the message across?

Is web based training more suitable or should mentoring be used?

Can vestibule training (simulation) be used for a segment of the training while job shadowing is used for some of the training?

Most training programs will comprise a variety of training methods

Question 20

4. Budget

Answer 20

How much funds is to be spent on the training?

Question 21

5. Delivery style

Answer 21

Is the training self paced or instructor-led?

What kinds of discussions and interactivity can be designed for this training?

Question 22

6. Audience

Answer 22

Who will be participating in the training?

Is there a mix of roles, like accounting people and marketing people?

What are the job responsibilities of these individuals, and how can training be made relevant to their individual job?

Question 23

7. Content

Answer 23

What needs to be trained?

Question 24

8. Timeliness

Answer 24

How long will it take to design the training? Is there a deadline for training to be accomplished?

Question 25

9. Communication

Answer 25

How will employees know the training is available to them?

Question 26

Measuring effectiveness of training

Answer 26

How will the organization know if the training has worked?

What are the ways to use it to measure this effectiveness?

Question 27

What to include in your resume?

Answer 27

Seminar that has workshops.

Question 28

Two Hallmark of Mastery/Expertise

Answer 28

1. You can the activity on demand
2. You can do it consistently

Question 29

Organizational Constraints in Training Design

Answer 29

With a budget, there is a need to prioritize the types of training to deliver so that training can be used most effectively and efficiently.

Another obstacle to confront is the differing knowledge, skills, and attitudes (KSA) level of trainees.

The training must be designed appropriately to be effective for all these trainees and still work within the budget.

Still another is the overload of people with defined roles in the training process.

These people can be leaders of small study groups or individuals whom the others request advice on a subject they are doing extremely well.

The demand and momentum of sharing knowledge is placing more stress on them.

The only solution to this is to redirect some of the workload.