Modern Methods for the Design of Training Programs

Course Properties

Course date: 19-11-2017
Course End Date: 23-11-2017
Location Sharm El-Sheikh


Course Objective:

   By the end of this course, participants will learn:

    • A systematic method to easily design a training program
    • How to design a training program to meet the learners' needs
    • How performance analysis can mean the difference between success & failure
    • Improve productivity by knowing when and where training can contribute
    • The Accelerate Model Training Needs Analysis
    • Building a workable skills inventory
    • Easily write realistic learning objectives
    • Develop effective training materials, exercises and tests
    • Write case studies to apply key learning points to your organization
    • Use a unique inventory to select three types of lesson plans correctly
    • 4  Effective evaluation methods and exactly how each works
    • How to measure the results of learning
    • Evaluate training for bottom-line results

Who Should Attend:

     • This course is intended for HR & Training personnel, Coaches, Leaders and  others who are involved

       in identifying organizational training needs.
    • It is also designed for staff  whom their current or future duties require them to design workshops and

      seminars. Whether they are the department head senior trainer, course designer or instructor, this

      material will make their programs more alive and productive.

.

Course Contents:

     • UNIT 1: OVERVIEW OF TRAINING DESIGN
                    • Inventory your design skills
                    • Is training the answer?
                    • Develop a partnership with line management
                    • Adult learning principles and steps to guide design
                    • Three phases of design
    

     • UNIT 2: PLAN FOR TRAINING
                    • Assess training needs
                    • Sort training needs vs. wants 
                    • Special assessment issues 
                    • Who needs training?
                    • Break down a task into teachable parts
                    • Write functional and realistic instructional objectives
                    • Building a skills inventory
                    • Are prerequisites necessary?


     • UNIT 3:THE ACCELERATE MODEL TRAINING  NEEDS 
ANALYSIS
         Stage one:
                    • Establishing the key priorities for the organization and understanding the goals and targets.
                    • Taking the view from the top of current broad training and development needs.
                    • Reviewing any existing data – performance reviews/appraisals for example.

        Stage Two:
                   • Looking at the training needs within the organization.
                   • Use stage one as a back drop.

        Stage Three:
                   • Use stages one and two as a back up.
                   • Surveying the training needs of individuals using appropriate tests, assessments, and questionnaires. 
                   • Identifying the skills gab in relation to the organization’s and individuals’ goals, targets, and development needs.

      Stage Four:
                  • Undertake individual survey to agree individual’s precise training and development needs and how they might be achieved.
                  • Determining the learning objectives that individuals may have.
                  • Determining the criteria by which agreed action to meet training and development  needs will be evaluated, when learning is

                     applied in the work place.
      Stage Five:
                  • Collating the data into overall training and development needs analysis.
                  • Making recommendations about the best way to meet those needs.
                  • Undertake training based on the information gained from stages 1 to 4.
                  • Reassess the individual following training to evaluate learning transfer and identify further training needs.
       Stage Six:
                  • Feed back and evaluation of both recommendations and any subsequent training and development programs.

 

       • UNIT 4: DEVELOP TRAINING  METHODS AND MATERIALS
                 • Select and sequence the right methods
                 • How much training is appropriate
                 • Use a copyrighted tool to pace methods to avoid boredom
                 •  How to develop programmed notes 
                 • Write effective tests
                 • Use a 15-point checklist to develop complete handouts
                 • Develop activities and exercises that build retention
                 • Create "discovery learning" in your activities
                 • Adopt, modify or create new learning experiences
                 • Design inventories, skill practice and exercises
                 • How to develop effective case studies 
                 • When to develop 3 types of lesson plans
                 • Develop lesson plans for others to use easily
                 • Use a 15-point lesson plan checklist


      • UNIT 5: EVALUATE THE RESULTS OF TRAINING
                  • Assess learner reaction and analyze trends
                  • Methods to test for learning
                  • Are new skills used back on the job?
                  • Did you get bottom-line results


     • UNIT 6: WORKSHOP AND CASESTUDIES