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    Training Design

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    shalz56
    The document outlines 5 phases of a training design process. Phase I discusses constraints in training design and objectives. Phase II focuses on learning objectives, purposes, and benefits. Phase III covers social learning theory and transfer of training. Phase IV discusses Gagne-Briggs theory and how to design a training session. Phase V addresses advantages of transfer of training for small businesses and provides a summary.

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    Training Design

    Uploaded by

    shalz56
    1K views16 pages
    The document outlines 5 phases of a training design process. Phase I discusses constraints in training design and objectives. Phase II focuses on learning objectives, purposes, and benefits. Phase III covers social learning theory and transfer of training. Phase IV discusses Gagne-Briggs theory and how to design a training session. Phase V addresses advantages of transfer of training for small businesses and provides a summary.

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    The document outlines 5 phases of a training design process. Phase I discusses constraints in training design and objectives. Phase II focuses on learning objectives, purposes, and benefits. Phase III covers social learning theory and transfer of training. Phase IV discusses Gagne-Briggs theory and how to design a training session. Phase V addresses advantages of transfer of training for small businesses and provides a summary.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    1K views16 pages

    Training Design

    Uploaded by

    shalz56
    The document outlines 5 phases of a training design process. Phase I discusses constraints in training design and objectives. Phase II focuses on learning objectives, purposes, and benefits. Phase III covers social learning theory and transfer of training. Phase IV discusses Gagne-Briggs theory and how to design a training session. Phase V addresses advantages of transfer of training for small businesses and provides a summary.

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    Download as pptx, pdf, or txt
    of 16

    TRAINING DESIGN

    PHASES
    • Phase I : Saily Jagtap
    – Constraints in Design of Training
    – Training Objectives
    • Phase II : Riti Saxena
    – Learning Objectives : Purpose & Benefits
    – Expectancy Theory
    • Phase III: Abhishek Mishra
    – Social Learning Theory
    – Transfer of Training
    • Phase IV : Sumeet Dey
    – Gagne – Briggs Theory and its Relation with other Theories
    – Designing a Training Session
    • Phase V : Cdr Tickoo
    – Advantages of a Small Business Considering Transfer of Training
    – Summary


    DESIGN PHASE

    INPUT
    PROCESS OUTPUT

    Learning Theory

    Determine factors that facilitate learnin

    Develop

    Training Identify alternative method of inst


    Needs Training Chapter 6 &7

    Objectives
    Evaluation Objectives
    Chapter 9

    Organizational Constraints
    Constraints
    •
    •
    • Organizational/Environmental Constraints
    • Trainee Population
    •
    Organisational/Environmental
    Constraints

    • TNA : Strategic Planning to determine who gets


    how much and what kind of training
    • Technological Sophistication
    • Law
    • Budgeting for Training
    •
    Budgeting for Training
    • Perspective of HRD department that
    charges its customers for the
    services that HRD provides
    • Initial estimates depends on the TNA
    • Estimate time for development of
    training design : Brookbent Method
    ..\Training Design.docx
    • Further Breakdown of Costs
    ..\Effective Comn.docx
    •

    Trainee Population

    •
    • Different Levels of KSAs
    • Negative Feeling
    Training Objectives
    Trainee Reaction Objectives Describes the desired attitudinal and
    subjective evaluations of training by
    Learning Objectives the traineethe type of behavior that will
    Describes
    demonstrate the learning, the
    conditions under which the behavior
    must occur, and the criteria that will
    signify that a sufficient level of
    Transfer of Training Describes
    training hastheoccurred
    job behaviors that will be
    Objectives effected by training, the conditions
    under which those behaviors must
    occur, and the criteria that will signify
    that a sufficient transfer of learning
    Organizational Outcome Describes the to
    from training organizational outcomes
    the job has occurred
    Objectives that will be affected by the transfer of
    learning to the job and the criteria that
    will signify that organizational
    outcome objectives were achieved
    Identifying Objectives

    • Identification of Performance Deficiencies : The result of integrating


    the organization, job, and person analysis

    • Good Objective Components:


    – Desired Outcomes : What should be expected to occur

    – Conditions : Under what conditions is the outcome expected


    to occur.

    – Standards: What criteria signify that the outcome is


    acceptable

    • Attitudes

     PHASE II

    Why use Training
    Objectives?
     Concerns regarding the use of
    objectives:

    • Waste of valuable time,


    • Inhibited flexibility,
    • Focus moved from other areas,
    • Unrealistic for management training
    and other soft areas of training, and
    • Not practical in today’s workplace.

    Importance of training
    objectives

    • Trainee,
    – Reduce anxiety related to the unknown
    – Focus attention, and
    – Increase the likelihood that the trainees
    will be successful in training.

    • Designer of training,
    – Training methods and content can be
    checked against the objectives to
    ensure consistency.
    – Result in the development of better
    lesson plans.

    • Trainer,
    – Help to determine the trainees
    progress and make required
    adjustments.
    – Keep the trainer focused.

    • Evaluator of training,
    – Assess whether the stated outcomes
    and standards are met.
    Factors Determining Human
    Performance

     Performance

     Motivation Knowledge
    Environment Skills, and
     Attitude

     (P = M * KSA * E)
    Facilitation of Learning: Focus
    on the Trainee


    • Individual Differences in KSAs
    – Trainees readiness for training.
    – Training design adjusted to address differences.

    –
    • Implications from Conditioning
    Reinforcement (The Environment)

    – Classical Conditioning
    • Create situations that are pleasant

    •
    – Operant Conditioning
     Give positive reinforcement

    – Goal Setting
    – Goal Orientation

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