10 most important principles for designing the training program
10 most important principles for designing the training program
After identifying training needs, The Training Manager and THE EXECUTIVE DIRECTOR PREPARE, DESIGN AND PLAN THE TRAINING PLAN
10 most important principles for designing the training program
Steps
Setting the objectives of the training plan.
Determining the content of the training plan.
Identify training materials and scientific materials.
Select and train trainers when needed.
Identifying methods and means of training and educational assistance.
Determining the time and place of training.
7- Student selection.
Setting the training budget.
Tracking procedures.
Evaluation of training and cost and return measurement
1) Setting the objectives of the training plan:
The training aims to bring about changes in information, skills, abilities, attitudes or behaviors, These changes must be identified in a qualitative, quantitative and temporal manner, These objectives must be communicated to all parties. Objectives must be determined based on specific training needs and organizational and environmental conditions surrounding the trainee’s work. Setting training objectives includes identifying key goals, sub-goals or milestones. The main goal is the end result of the university or the entire training plan, All training work on this plan is carried out. The sub-goal is the series of results that lead to the overall result. After achieving these goals and conditions in the training room, It is important to identify the circumstances and factors that will help expand these goals to actual action.
2) Determine the content of the training plan:
It includes identifying the topics to be presented to participants during the training program and the logical sequence of these topics and linking them to each other. Training topics vary according to the nature and purpose of the plan, Training needs must be met. These training topics include topics designed to increase knowledge, Some of them are aimed at deepening certain trends, Some of these topics also help to acquire and arrange skills and abilities, the level of detail and the outline.
3) Identify training materials:
The training materials refer to observations, articles, summaries, reports and other written materials distributed to participants to read during the training program, They complete lectures, discussions, role-playing or case studies in the course. It is important to pay attention to the preparation and production of these materials, Especially those that deal with practical problems in fact, Because written material must address these problems.
4) Selection of trainers (trainers):
Trainers must be selected on the basis of the following principles, The most important are:
1- The ability to communicate well.
Depth of information in professional areas
3- The ability and willingness to train and to be familiar with the principles of its conduct.
There is sufficient time to select trainers from several groups.
Such as: Professors, experts, experts, practitioners and officials.
5) Identify training methods and methods:
After identifying the topics and training materials, Appropriate training methods must be identified (lecture, discussion, training, programmer, practical status, case, series of decisions, competition, role play) and the programmer then chooses the training methods (audio and visual) to transmit information from the trainer to the participants (trainees). These methods range from traditional whiteboards written by trainers to cutting-edge modern technical means such as whiteboards, film slides and police records.
6) Determining the time and location of training:
The training plan designer must determine the training time that depends on the objectives and nature of the designed program. Determining the duration of the course includes determining the number of training days, the number of training hours per day and the date of the course, The training plan is scheduled based on the commitment of the participants (trainees) and the workload. This is where the programmer determines whether the training will be carried out within or outside the organization.
7) Selection of participants (trainees):
Participants are selected based on the results of the training needs research, It must be based on the objectives of the plan, and the topics that will be raised and the problems that must be solved, The homogeneity or diversity of trained groups must be taken into account in the same plan.
8) Setting the training budget:
Planners prepare training budgets based on estimated training costs and categorize them into different types: investment operation Direct and indirect, Consensus must be reached to obtain the expected benefits from trainees. The training budget must be clear, flexible and economical. The budget is submitted to the senior management department, And not the decision-making section, in order to get the necessary funds.
9) Tracking program:
* Make sure that the program has been implemented: According to the plan and the specific method. – Within the schedule. – Within the budget. Judicial intervention: – Remove obstacles. Increased motivation. Make any modifications or developments as needed.
10) Training assessment, cost and return measurement
Why are we staying?
- It can be improved next time.
- as a prerequisite for organizational needs.
- Prove the work and its raison d’être.
- measures the extent to which goals are achieved, Improving learning and training transferred to the working environment.
- Find out if the trainee sees the success of the program component.
- Determine the costs and benefits of different actions.
- To compare the costs and benefits of different training programs, Choose the best alternative.
Elements of effective evaluation:
- Program Course
Someone who learns a craft what the results of on-the-job training results training:
Training results should be linked to the objectives of the training plan, which:
- Reaction learned
- behavior
The result of the evaluation process:
- The process of collecting, sorting and analyzing information.
Data collection methods to measure training results:
- Survey
- Attention of the subordinate owner’s colleague
Self-assessment interview analysis and review:
- data collection
- Sorting and analyzing data interpreting data and conclusion compare results and goals
- Suggestions for future improvements
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