Training Design Flashcards
What can commence after determining training objectives?
Training Design
To what must training design attend to?
Specific Objectives
Where is effective training designs reflect on?
On the learners, instructional managers and how best to transfer the training from class to workplace.
What is readiness of learners?
It means trainees must have the ability to learn which everyone has
What are the learner characteristics?
Learners must be ready and able to learn to make training successful.
Trainees should possess
The motivation to learn, have self - efficacy, see the value of training and have a learning style that tailors the training
Instructional Strategies
Part of training design is to choose the right combination of strategies that can fit the learner’s characteristics.
Examples of instructional strategies
Feedback, overlearning, behavioral modelling, error-based examples, reinforcement, and immediate confirmation.
Error-based
Sharing with learners what can go wrong when they do not use the training properly.
Reinforcement
Repeat responses when given rewards.
Immediate confirmation
Giving of feedback as soon as possible.
Transfer of learning
Transfer happens when learners actually use on the job what knowledge and information they learned in training.
Effective transfer of training meets two situations:
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.
What enhances the transfer of training?
- Offer trainees with the overview of the training content and how it connects to the strategy of the organization.
- Ensure that training reflects the job context.
- Supervisors must support new trainees to use their skills upon returning to the job.
- There must be an opportunity to use the training in the workplace.
- Peers and supervisors must expect the learner to use the new skills in the workplace and hold them accountable in using it.
Designing a training program
Training is an activity that should be designed and developed in advance.
Considerations in designing training program.
- Need assessment and learning objectives
- Considering the learning styles
- Delivery mode
- Budget
- Delivery style
- Audience
- Content
- Timeliness
- Communication
- Measuring effectiveness of training
- Needs assessment and learning objectives
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
- Consideration of learning styles
Making certain to educate using a diversity of learning styles is important to designing training programs.
Delivery mode
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
- Budget
How much funds is to be spent on the training?
- Delivery style
Is the training self paced or instructor-led?
What kinds of discussions and interactivity can be designed for this training?
- Audience
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?
- Content
What needs to be trained?
- Timeliness
How long will it take to design the training? Is there a deadline for training to be accomplished?
