8 Most Important Steps to Designing the Training Program

Jasmine Alshahil

8 Most Important Steps to Designing the Training Program

Training is the main pillar of the management process, Especially if the training is based on a specific basis, Training for work, not staff member. In addition to the interaction of trainers, their discussions and presentations in the training room, The training plan must be provided to trainees with more skills than knowledge (80% to 20%), Trainees must have joint tasks at work.

8 Most Important Steps to Designing the Training Program

homogeneity that enriches the training process, Because training depends on training through games and training activities in actual competitions, And the introduction of the participation and interaction of trainers and trainees in the training plan, Introducing the work of former trainees in their field. Experience. So , Training is an educational process aimed at changing the knowledge, skills or behaviour of staff in order to perform the required tasks and responsibilities properly.

The training process consists of four consecutive stages starting from the first phase and relates to research and identification of training requirements for the design of training plans. The next stage is the second phase which is to analyze the training needs for designing and preparing the content of the training plan, Then the third stage is the training methods and activities that will be placed in the training bag.

8 Most Important Steps to Designing the Training Program

At last The fourth stage is the evaluation of training. Each stage contains specific criteria that help effectively achieve the goal. The stage of identifying training needs is the first step in the training process, which means determining the needs of a particular group of workers or administrative organization (whether human or material), These needs are then analysed and assessed to plan an appropriate situation. The way you deal with it.

The training plan design phase also aims to analyze training needs in a certain way to help develop appropriate training methods to train the knowledge and skills required to complete the tasks or performance flaws identified in the training needs identification phase. The result of the training needs identification phase is the basis for all subsequent steps in the training process, The success of these steps is largely determined.

The program design phase is influenced by the principles and foundations of behavioral science, It shows that training will be more successful when trainees give specific and clear performance goals and how performance will depend on those goals. The principle of competence assumes that if the trainee is given temporary, detailed and specific targets, These objectives were directly linked to the performance of a particular task or capability, The trainee’s performance will be more successful.

Technical procedures for software design

The design process of the training plan requires the implementation of a set of steps related to an interactive relationship, One of the most important of these steps is to identify the work targeted by the training plan. The work targeted by this plan represents the main framework for controlling the remaining design steps, The homogeneity of work tasks must be taken into account when determining work (although there are different organizations). She has these jobs. When designing a new training plan, The designated section (Human Resources Department – Computer – Office Work, etc.) by examining the functions covered by the current plan, Then compare it to the jobs that the department must provide training services to, Then the comparison divides these functions into several categories, And you can use the job description guide

Determine the functionality tasks targeted by the program.

The tasks targeted by the plan are determined on the basis of the work instructions issued by the Ministry of Civil Service, And sometimes that’s not enough, Please refer to some organizations with the same tasks. When determining tasks that begin with performance behaviors, Keep that in mind, That is, there is no overlap between tasks, Each task is carried out on its own.

Also select common tasks.

This step is important to focus on common tasks at work, Which makes the program useful for all targeted incumbents (e.g. joint functions among public relations officers – and communication with the public, While communicating with others is a common task between them).

Choose vital tasks.

Choosing key tasks is the evaluation process by competent individuals to verify all tasks performed by the incumbent for a particular job. Selection criteria should include the importance of choosing the right training skills. This is done in accordance with the criteria used in selecting important tasks, It is not necessary to use all standards in the task. And in some cases, The availability of one standard is sufficient to include the task in the training plan. These criteria include: Repeat: Focus on the skills and knowledge used in job performance.

Even if it is possible to acquire it in the job, The skills used frequently deserve training in formalities. in another meaning , The recurring standard begs the following question: How often does the incumbent do this job? Is there an ideal way to do this job? Is it possible to practice this better way? Is training really good?

Setting program goals. Shifting training from costs to investment

Formulating and setting training objectives is an important key stage in transforming training from cost-to-investment. in another meaning , The success of training depends on the analysis of tasks and functional skills, Then determine the degree of poor performance of the employee, He then described the benefits of appropriate training. Setting the objectives of the training plan will help trainees learn better, And helps the trainers to do good training, and choose the topics to be studied correctly As well as training methods and methods

Building the training goal. How is it?

We can set training objectives in the following ways:

• Write training goals: The purpose of writing the objectives correctly is to summarize the results of the analysis for specific elements of training needs to clarify the expectations of trainees.

• Section of training objectives to:

The general goal of the training is to write a short sentence that briefly explains the overall objective of the plan, For example (developing the ability of trainees …), That is, the training plan aims to develop the ability of employees to work, Or give trainees work skills. Available when the target starts with a sentence (to enable the trainee to have the ability to …).

Detailed objectives: A short sentence describing the general goal in detail so that it is clear, specific and measurable, I.e. the behavioral goal, i.e. starting from the behavioral procedure, And focus on the performance of the trainee, And focus on the results of the training, Including performance standards.

• The detailed target begins with the following statement: At the end of the program, the intern should be able to.

How is the trainee admitted to the training program?

Admission requirements are determined on the basis that the trainee must meet the requirements of skills and knowledge before being nominated to participate in the training program in order to achieve the objectives of the program. In addition to ensuring that previous skills and knowledge can be used, so that employees perform one of the tasks of the plan, or pass a specific test, Or an interview.

Goals and number of trainees determine the course of training activity

• Goal: The use of training activities must have a clear and good goal, Because it is related to the performance of the trainees, This is to help the coach understand whether the training process is moving in the right direction.
Number of trainees: The use of training activities determines the maximum and minimum number of trainees in each group.
• Time required: Determine the time needed for training activities or training applications.
Tools required for implementation: Some applications require different types of training materials, which must be ready or clearly explain how to fix it.
Training site: for example , Some applications require additional space for discussion or meeting rooms, Certain groups need to be completely isolated from each other, Or some of these applications require space to write or arrange certain papers.
• Execution method: This element is considered one of the most important elements, Here it will be according to the sequence of events, And the sequence of the application application, And the role of trainers and participants in the implementation process, The beginning of each step is described as the end and the time spent step by step.
Alternatives: Alternatives are an optional process, There must be multiple options in the implementation process. for example , There are multiple ways to distribute groups and they have multiple roles with similar purposes but different contents.
Instructions for trainees: When writing or designing these instructions and forms, You should think about giving it clearly in order to determine the time of exercise, And the way the group is customized, And the number of trainees in each group, And do the exercise or other ways. The appropriate training methods are tools or aids used by trainers to provide training courses for trainees and these methods are different. Trainers need to use one or more training methods to provide ideas and guidance or provide information and knowledge in an attractive way, With the opportunity to see this vocabulary, This helps to convey what they want easily and influence others and convince them while leaving a strong and lasting impression.

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8 Most Important Steps to Designing the Training Program

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8 Most Important Steps to Designing the Training Program

Jasmine Alshahil

8 Most Important Steps to Designing the Training Program

8 Most Important Steps to Designing the Training Program

8 Most Important Steps to Designing the Training Program

Technical procedures for software design

Determine the functionality tasks targeted by the program.

Also select common tasks.

Choose vital tasks.

Setting program goals. Shifting training from costs to investment

Building the training goal. How is it?

How is the trainee admitted to the training program?

Goals and number of trainees determine the course of training activity

8 Most Important Steps to Designing the Training Program

Why choose your portfolio institution for your next course portfolio?

Your Bag Foundation offers professional training bags with a special luster

Our training packages are distinguished by unique and distinct documented content

An integrated team in preparing and designing training packages

Get the best result for your next training session

Our training bags are special because they are

Free form for training bag

Free sample training bag Submitted by your bag foundation for review

8 Most Important Steps to Designing the Training Program

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