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    Training Design Process

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    spandan_mohanty
    The document discusses the training design process known as the ADDIE model, which includes five phases - analysis, design, development, implementation, and evaluation - to systematically develop training programs. It also covers needs assessment, which involves analyzing the organization, tasks, and individuals to determine if training is necessary and what specific skills need to be taught. The goal of training design and needs assessment is to ensure training addresses real performance gaps and leads to measurable learning outcomes.

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    Training Design Process

    Uploaded by

    spandan_mohanty
    529 views12 pages
    The document discusses the training design process known as the ADDIE model, which includes five phases - analysis, design, development, implementation, and evaluation - to systematically develop training programs. It also covers needs assessment, which involves analyzing the organization, tasks, and individuals to determine if training is necessary and what specific skills need to be taught. The goal of training design and needs assessment is to ensure training addresses real performance gaps and leads to measurable learning outcomes.

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    The document discusses the training design process known as the ADDIE model, which includes five phases - analysis, design, development, implementation, and evaluation - to systematically develop training programs. It also covers needs assessment, which involves analyzing the organization, tasks, and individuals to determine if training is necessary and what specific skills need to be taught. The goal of training design and needs assessment is to ensure training addresses real performance gaps and leads to measurable learning outcomes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    529 views12 pages

    Training Design Process

    Uploaded by

    spandan_mohanty
    The document discusses the training design process known as the ADDIE model, which includes five phases - analysis, design, development, implementation, and evaluation - to systematically develop training programs. It also covers needs assessment, which involves analyzing the organization, tasks, and individuals to determine if training is necessary and what specific skills need to be taught. The goal of training design and needs assessment is to ensure training addresses real performance gaps and leads to measurable learning outcomes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
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    The key takeaways are that the document discusses the training design process and needs assessment. It describes the ADDIE model and its five phases (Analysis, Design, Development, Implementation, Evaluation). It also outlines the needs assessment process and its components of organizational analysis, task analysis, and person analysis.

    The ADDIE model is a systematic approach for developing training programs. It consists of five phases - Analysis, Design, Development, Implementation, and Evaluation.

    The needs assessment process involves determining the context, identifying who needs training and in what areas, and conducting organizational analysis, task analysis, and person analysis.

    Training Design

    Process
    ADDIE model
    Training Design Process
     Training design process refers to a systematic
    approach for developing training program
     It is also referred to as the ADDIE model:
     Analysis
     Design
     Development
     Implementation
     Evaluation
    ADDIE Model
     Analysis
     identifythe performance problem, the goals and
    objectives, the audience’s needs, existing knowledge,
    and any other relevant characteristics 
     Design
     specifying learning objectives.  Detailed prototypes
    are often made and content is determined here.
    ADDIE Model
     Development
     The actual creation (production) of the content and
    learning materials based on the Design phase.
     Implementation
     The plan is put into action and a procedure for
    training the learner and teacher is developed. 
    Materials are delivered or distributed to the student
    group.
     Evaluation
     Checking whether performance problems are
    solved.
     Making improvements in the content and inputs
    Training Design Process
    Ensuring Employees’
    Conducting Needs Readiness for Training Creating a Learning
    Assessment Environment
    -Attitudes and motivation
    -Learning objectives
    Organisational Analysis -Basic Skills
    -Meaningful material
    Person Analysis
    -Practice
    Task Analysis
    -Feedback
    -Community of learning
    -Program Administration
    Developing an Evaluation Ensuring Transfer of Training
    Plan -Self management
    -Identifying Learning -Peer and manager support
    outcomes
    -Choose evaluation design
    -Plan cost-benefit analysis

    Monitor and Evaluate the


    Program
    Select Training Method
    -Conduct evaluation
    -Traditional
    -Make changes to improve
    -E-learning the program
    Assumptions of Training Design
    Approaches
     Training design is effective only if it helps
    employees reach instructional or training goals
    and objectives.
     Measurable learning objectives should be
    identified before training.
     Evaluation plays an important part in planning
    and choosing a training method, monitoring the
    training program, and suggesting changes to the
    training design process.
    Needs Assessment

    Why, Who, Method and


    Process of Need Assessment
    Need Assessment – What?
     Refers to the process used to determine if
    training is necessary
     It typically involves
     Organizationalanalysis
     Person Analysis
     Task Analysis
    Need Assessment - Why?
     If Need assessment is not conducted, then its
    problems are:
     Training is incorrectly used as a solution for an non-
    existing problem
     Training program contents and objectives are wrong
     Trainees may be sent to wrong training programs
    (Absence of basic skills)
     Wastage of money because training is not related to
    business strategy
    The Needs Assessment Process
    Outcomes
    Reasons or “Pressure Points
    What is the Context? •What Trainees Need to
    Learn
    •Lack of Basic Skills
    Organization •Who Receives Training
    •Poor Performance Analysis
    •Type of Training
    •New Technology Task In What Do
    Analysis They Need •Frequency of Training
    •Customer Requests Training?
    Person •Buy Versus Build
    •New Products Analysis Training Decision
    •Higher Performance •Training Versus Other
    Standards Who Needs the HR Options Such as
    •New Jobs Training? Selection or Job
    Redesign
    Needs assessment involves:
     Organizational Analysis – involves determining:
     the appropriateness of training, given the business
    strategy
     resources available for training
     support by managers and peers for training
     Task Analysis – involves:
     identifying
    the important tasks and knowledge, skill,
    and behaviors that need to be emphasized in training
    for employees to complete their tasks
    Needs assessment involves:
    (continued)
     Person Analysis – involves:
     determining whether performance deficiencies
    result from a lack of knowledge, skill, or ability (a
    training issue) or from a motivational or work
    design problem
     identifying who needs training
     determining employees’ readiness for training

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