Week 4: Training Design Flashcards
A statement of what trainees are expected to be able
to do after a training program is
A Training Objective
3 Purposes of Training Objectives for TRAINERS
1- Assessment - If trainees are assessed they can see if any of the objectives have been achieved. Also, its a bit more individualized ex. after assessment you can see if certain areas of the training may be omitted that aren’t needed or do additional training to obtain mastery
2 - Training objectives help trainers choose and select content
3 - The allow trainers to figure out metrics - how things should be evaluated (including calculating benefits of the program)
3 Purposes of Training Objectives for TRAINEES
1- Objectives inform trainees on goals and expectations
2 - focuses the trainees energy on specific goals
3 -helps communicate what is important about the training and holds them accountable
2 Purposes of Training Objectives for MANAGERS
- Training objectives communicate what the trainee is expected to learn and what they should be able to do
- with training objectives, management knows how to support / reinforce the objectives/ skills on the job
What are the 3 Learning domains
Cognitive (Knowledge)
Psychomotor (Skills)
Affective (Attitudes)
What are the 3 Key Components of Training Objectives
Condition
Performance
Criterion
Define CONDITION
The tools, time, and
situation under which the trainee is
expected to perform the behaviour
Define PERFORMANCE
What the trainee will
be able to do after the training.
Define CRITERION
The level of acceptable performance, standard, or criteria against which performance will be judged.
Conditions are tools learner will be given or
not given to achieve the criterion - for examples “Learners will be give”… - some examples are:
flowchart, set of tools, computer, safety equipment
Conditions answer the question
“What will be given/not given to achieve the
criterion?”
Performance answers the question
“What will the learner be able to do?”
Performance statements begin with…
“The learner will..”
Performance Statements - 3 Guidelines
1 must describe one behaviour (knowledge, skills, or attitude) the learner
will perform in the learning event
2 an action verb follows “the learner will” (singular, overt)
3 must be observable
Criterion answers the question
“How well and/or how much?”
Cites the standards; OBSERVABLE / MEASURABLE standards – the minimum level of acceptable performance and should be based on the level
of competency required in the work place.
Is qualitative and/or quantitative, Examples of Criterion are:
such as; time, speed, accuracy
Criterion statements begin with
Language that communicates how well learners must perform in order yo achieve the objective. For example: with/within/with no more than/using …”
Example of a TIME CRITERION statement
“Within 5 minutes”; “less than an hour”
Example of a REFERENCE CRITERION statement
“In accordance to section 22.c of the Guidelines”
The use of external sources to provide training
and development programs and services is
OUTSOURCING
Purchase Decision Factors
Budget Cost-benefit analysis Time (to design program) Expertise Time (implementation timelines) Number of employees who need training Extent to which future employees will require training
A document that outlines to potential vendors and consultants an organization’s training and
project needs is
An RFP - Request For Proposal
5 things to Consider when completing and RFP
1 - Clearly state the need / request 2 - Budget, participant profile 3- Request references, background info 4- Use a templete 5- Allow sufficient time (2-3 weeks)
70-20-10 Refers to what proportions of which training methods
70 - Experience - Based
20 - Relationship - Based
10 - Education - Based
