7 professional steps to design the training program
7 professional steps to design the training program
Seven steps to design the training program in a professional way we will present it to you in detail.
7 professional steps to design the training program
Training program design:
It contains several topics, the most important of which are:
1. Select training content.
2. Determine the training methods.
3. Identify training subsidies .
4. Select trainers.
5. And put a theme to perform and continue the program.
2. Determine the training methods.
3. Identify training subsidies .
4. Select trainers.
5. And put a theme to perform and continue the program.
First: Select training content:
1. Between detailed for the purposes of the training program.
2. Titles necessary for school education and research workshops.
3. Vehicles needed for all loop.
4. Date and dates of episodes.
5. The names of the trainers for all the episode.
2. Titles necessary for school education and research workshops.
3. Vehicles needed for all loop.
4. Date and dates of episodes.
5. The names of the trainers for all the episode.
Second: Training methods:
Throughout his management of the lesson, the coach uses a lot of technical methods, that his ability to present ideas and install them in the minds, and within those ways:
Lecture, discussion, And role-playing, And study cases, and study events, matches, exercises,
And modelling behavior,
Lecture, discussion, And role-playing, And study cases, and study events, matches, exercises,
And modelling behavior,
And others and we will present these methods and in the following lines:
1. Hands-on :
The trainer shows the method of performance and detailed practices , Then he asks the trainee and encourages him to perform, and hints that this method is appropriate to the artistic acts , or a small specialist, and it is possible to get good results, If the direct supervisor gets up using such a method in particular, In exercise groups, the amount is small.
2. Role-playing:
The artistic director demonstrates the composition, scientific background and principles of it, then The trainer gives several trainees a practical example, Until they do it, And that method and how it is only an effort to imitate reality, And so by implementing the problem of That’s the reality. and train learners to confront them, And it fits that way cases specific, such as Learners’ exercise in The way the customer forum, the employees, One of the most famous role-playing models is personal meeting training, sales training, crowd and public relations problem solving training.
3. Case study:
In an experiment to highlight the reality of the training process, learners are exposed to situations of work, and learners address their dimensions of problems and their causes, Their alternative solutions , valued for various alternatives, suggest that the benefit is limited to the study of cases; Therefore, it is not necessary to rely primarily on them, but in a complementary manner.
4. Inbox:
In another attempt to highlight reality, To realistically judge the trainee, he is written off by giving him a file with a number of internal letters and notes, that are similar to those in the daily mail, The learner must determine the most appropriate act to see in each inbox item , and suggest that there are barriersto the effectiveness of that method, Among them, the individuals and organizations mentioned in the training are fictitious, just as the bonds between them are not real; It’s a difficult process.
5. Critical facts :
To avoid the unrealisticity of a few previous ways, the trainer motivates learners to mention a few examples (facts) of extreme necessity and great impact (critical), On the subject of exercise, and accurate analysis of critical events, learners are helped to link the training content to the reality and the habit of performance, and the sports director must select the adaptive time throughout his presentation of the subject of school education, in order to present one of the critical events, Or in order to ask the scholars, and encourage them to agitate one of those events.
6. Administrative matches :
Similar to that method, the method of studying cases, but the sports meeting is only a great position of quantity that includes integrated dimensions of the problem, Learners are required to play specific roles in the competition, act and take decrees, taking into account the data available to them.
7. Collective argument :
When the artistic director wants to incites the soul Contribution and cooperation between educated, He could aspire to form groups. to discuss specific problems, And that method. Assigns persons of the same community to Sight circulation in determining formed, group configuration or Balance of Views , suggestions and solutions. It is possible for collective discussions to it comes back at high interest, If the consistency of the development of the group is taken into attention with their different experiences, so that there are leading people within the group, The groups must be relatively small .
8. Allergy training :
That way means developing a spirit of self-reliance, and insight into the problems of self-problems within the community, It begins with the formation of a training group of about 10-20 individuals, That there should be no particular leader, no problem above, And the only guidance of these groups, It is an effort to study the behaviour, feelings and problems of individuals and groups.
9. Behavior modeling:
So the method depends on the theory of learning by observation and tradition, Training here exposes learners to a typical image, to perform and implement a specific process, which is in fact carried out by these learners, with the repeated steps logically interpreted.
10. Brainstorming:
This method depends on the trainer clarifying a specific problem and asking learners to present their opinions in a hasty manner, without hesitation. Third: Training donations: Donations or exercise aids play a necessary role, in making that training an instigator, interesting, flexible, mobile, and fun, just as it is a toolkit and technology toolkit, which serves the technical director in the way he presents data, manages discussions, communicates knowledge and strengthens skills,Examples of training assistance (or aids) include:
1. Regular, white and magnetic blackboards.
2. Paper paintings.
3. Rear inverter.
4. Cinematic works and video strips.
5. Computer.
2. Paper paintings.
3. Rear inverter.
4. Cinematic works and video strips.
5. Computer.
Fourthly: Qualities Successful coach :
1. Full knowledge of training content.
2. Be able to listen to learners.
3. Being able to roast learners to talk.
4. Being able to answer questions, and interact with them.
5. Being able to resolve the conflict and conflict.
6. Vitality and activity.
7. Awareness of new training methods.
2. Be able to listen to learners.
3. Being able to roast learners to talk.
4. Being able to answer questions, and interact with them.
5. Being able to resolve the conflict and conflict.
6. Vitality and activity.
7. Awareness of new training methods.
Fifth: Training budget:
Training programme supervisors benefit from the financial budget of the training, in identifying the estimated prices of the training programme, and this affects whether or not regulatory orders are initially taken into training, as well as may have an impact on the development of the programme and its content in the model that allows it to be an economic programme.
Sixth: Implementation of the training program:
1. Set the schedule for the training program.
2. Position headquarters and training rooms.
3. Daily follow-up of the program’ progress.
2. Position headquarters and training rooms.
3. Daily follow-up of the program’ progress.
Seventh: Develop a system for implementing and reviewing the program:
1. Steps to assess the effectiveness of training.
2. Methods of estimating the merit of training.
3. Methodological designs to assess the effectiveness of training.
2. Methods of estimating the merit of training.
3. Methodological designs to assess the effectiveness of training.
1. Steps to value the effectiveness of training:
· Determine how to estimate. · Identify the methodological philosophy of evaluation. · Determine how information is collected. · Collecting information. · Check the information. · Draw conclusions. · He made recommendations for the future.
2. Methods of valuing the merits of training:
· Investigating the purposes of the organization. · Gain and learn modern experiences. · The perspective or response of learners.
3. Systematic strategies for assessing the effectiveness of training:
· Measurement groups: We mean these groups, Which will be subject to the assessment of the effectiveness of the training, and it is possible to pay attention throughout the assessment process to the group of learners only, or to match the group of learners, with another group that has not trained.
· Measurement time: And we mean by that time when it’s completed , Collecting data and data that are useful in assessing the effectiveness of training, and it is possible to take care here to collect that data so far training, or to collect it before and after training.
7 professional steps to design the training program
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