Scribd Logo
Upload

Welcome to Scribd!

  • 10 views

    Assess The Need For Instructor - Led Training

    Uploaded by

    PANKAJ MALVIYA
    Design of a Training Program. If you are not a trainer, speak to any trainer and write about his / her experience.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Assess The Need For Instructor - Led Training

    Uploaded by

    PANKAJ MALVIYA
    10 views3 pages
    Design of a Training Program. If you are not a trainer, speak to any trainer and write about his / her experience.

    Original Title

    TWO

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Design of a Training Program. If you are not a trainer, speak to any trainer and write about his / her experience.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    10 views3 pages

    Assess The Need For Instructor - Led Training

    Uploaded by

    PANKAJ MALVIYA
    Design of a Training Program. If you are not a trainer, speak to any trainer and write about his / her experience.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    You are on page 1of 3

    Write in 2000 words about Criteria / Inputs used by you (if you are a trainer) for finalising Design

    of a Training Program. If you are not a trainer, speak to any trainer and write about his / her experience.

    Answer to Question .

    Assess the Need for Instructor – Led Training


    Determine whether instructor-led training is the best strategy for addressing the learner's needs.
    Alternatives to instructor-led training could be reading assignments, Web-based training, self-
    study plans, cross-training by a colleague, or even performance counseling.

    Define training Objective

    1. Define your objectives clearly, and list them in writing. (Training objectives help
    you stay focused and avoid trying to cover too much.)
    2. Write simple statements of what, specifically, the employee will be able to do,
    know, believe, or understand after the training. (Training objectives help learners
    know what to expect from the training.)
    Examples:

    o Enter 30 records per hour into the correct data fields.


    o Provide effective constructive feedback to direct reports.
    3. Identify which questions your training is intended to answer. (Training objectives
    provide a basis for assessing whether training goals were achieved.)
    Examples:

    o How do we create effective working relationships with our clients?


    o Why are these changes necessary?

    Design the Training


    1. Review Basic Instructional Design Format .
    2. Identify what the learner needs to know in order to achieve the learning objective.
    3. Identify what the learner needs to be able to do to achieve the learning objective.
    4. Organize the learning content in logical steps.
    5. Design ways for the learner to demonstrate what they are learning.
    Examples:

    o Small group discussion with debriefing


    o Case studies
    o Hands-on practice
    o Q&A
    Important: The typical workplace training involves too much lecture or "telling," and too
    few ways for the learner to apply what they have learned. 5. Develop the training.

    Develop the Training


    1. Create, or bring together, any supporting materials needed to do the training:
    o Handouts
    o Job aids
    o PowerPoint slides
    o Overhead transparencies
    o Leader's guide
    o Videos
    o Software
    2. Arrange the logistics of the lesson or program.
    a. Reserve facilities.
    b. Identify, and make arrangements for, the equipment you need as an
    instructor and your learners will need:
     Projectors
     Projection screens
     Carts/ tables
     Flip chart easels
     Work stations
     Tools
    c. Visit unfamiliar locations ahead of time whenever possible.
    d. Design the layout of chairs and tables.
    . Deliver the lesson or course.

    Evaluate the Training


    1. Ask participants for feedback about the training. Issues to address include:
    o Achievement of course objectives
    o Relevance of topic to learner needs
    o Satisfaction with the trainer
    o Satisfaction with the facilities
    2. If someone asked you to provide the training, that person is also your client. Ask
    them for feedback about how well the training met their needs and about what it
    was like working with you.
    3. Use the feedback you get to improve your instruction design and delivery.

    You might also like