How to prepare successful training plans
How to prepare successful training plans
How to prepare successful training plans
Ways to identify training needs:
Interview:
This is a serious dialogue between two or more people, Its purpose is to understand some facts and information, It is made by the training plan scheme, The interviewee is asked to answer questions. Interviews are one of the most important ways to get the most information. In addition It can also enable planners to understand the feelings, emotions and orientations of the person interviewed, which may not be possible in other information. Collection tools and interviews provide a friendly social atmosphere between planners and interviewees.
As for the types of interviews, they are diverse and classified according to their nature, objectives, methods of conduct and other aspects, It is divided into open, closed, open and closed interviews, As well as standardized and unsupervised interviews. Two types divided into other types, Interviews may be targeted, clinical or non-directional.
Note:
- Direct observation, Any general observation, is a monitoring method to communicate with the observer himself and the monitored person, This observation can last for a long time due to long-term surveillance and behavioural and behavioural control. can be recorded manually or electronically for maximum behavior, This method is usually used to assess performance. However , The problem with this method is that people can change their behavior when they know they are on probation. This is different from indirect behaviour.
- The note is called the secret note, where people do not know that their behavior is under surveillance, So they can’t change their behavior.
Table:
Job description + performance standards – (minus) the level of employees performing work tasks, There are models to identify training needs, Including the performance gap model, And the Model Dugan Leroux, Expressed as follows:
- Collect information about the specific problems faced by the organization.
- Compare actual performance to applicable standards.
- Check if there is a gap between performance and sampling.
- Determine the level or size of the gap discovered.
- Determine the extent to which the individual concerned understands his or her performance.
- Design a training plan to solve existing gaps.
There are some opinions that define training needs as a matrix based on two main axes:
- Performance hub.
- The focus of training possibilities and opportunities
Criteria for selecting how to identify training needs:
- Adequacy: Providing quantitative data on agency officials means training expenses, Applications based on self-assessments of training needs will fail.
- Efficiency: the possibility of using this method while the organization is working, Each staff member’s time does not exceed 2 to 4 hours. Conceptual clarity: It’s easy to understand the design procedures used for all employees and managers so they can really participate.
- Cost: The cost element should not be displayed from a simplified perspective, However, it must be verified based on the costs and benefits of using the method.
The training needs analysis phase results in many types of training, including:
- Staff lack a clear vision of the objectives and policies of the training organization.
- The current organizational structure is ineffective (some training institutions are expanding and have not properly re-examined their structure).
- Complexity of daily business processes (models, processes, and signatures that do not increase the actual value).
- The chances of future promotion and promotion of the employee are unclear and the authority and responsibilities lack clarity.
How to prepare successful training plans
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How to prepare successful training plans
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