Professional ways to design a training program

Jasmine Alshahil

Professional ways to design a training program

New training programs, programs and training courses are being developed to bridge the gap between what employees know and what they should know to improve performance. The design of the training plan is part of the main tasks of the training department, It is an important factor in successfully improving job performance.

Professional ways to design a training program

The design of the training program plan will take effect when the expected targets are achieved after the training plan is completed. Example: The ability to work for the trainee after completing the training. Briefly , This is the way to plan and develop training from the first step, from assessing needs to measuring the effectiveness of the plan, Whether the training is done in a classroom, remotely or in a particular classroom. Mix the spaces.

The most important points are the development of the training plan:

1. The need to measure and learn goals: Keep in mind the type of training required in the organization. Once you have determined the required training, Learning goals can be set and measured at the end of training.

2. Note about learning methods: Many learning methods should be used to develop a training plan.

3. Exchange of information: What is the best way to communicate information? Is remote training more appropriate or should I use training? Is the training method used as part of the training? Is staff coordination also part of the training? There are many ways to communicate information better in training programs.

4. Budget: How much should I spend on this training?

5. How to transfer information: Will the training be self-directed or under the guidance of the teacher? What types of discussions and interactions can be conducted through this training?

6. Note to the public: Who’s going to attend the training? Is there a combination of professions among beneficiaries such as accounting professionals and marketing professionals? What are the functional responsibilities of these people, How do you make training relevant to their work?

7. Content: What should be taught? How is the information sorted?

8. Timeline: How long will it take to train? Is there a deadline for completing training?

9. Contact: How will staff know they can receive training?

10. Assessing the impact of training: How do you know if training is successful? How will you use measurement?

Measurement requirements:

This is the first step of training and includes three levels:

Regulatory assessment: In this type of needs assessment, We can identify the skills, knowledge and capabilities that the organization needs to achieve its strategic objectives. This type of assessment takes into account changes in demographics and technological trends. Usually This type of assessment looks at how the entire organization strengthens its strengths while controlling its weaknesses.

2. Professional assessment (task): This type of evaluation focuses on the specific tasks, skills, knowledge and capabilities required to complete work within the organization.

3. Personal assessment: A personal assessment looks at an individual employee’s performance and determines what type of training to complete for that individual. We can all apply them to our training plan. first to make a regulatory assessment, We can view the company’s future trends and comprehensive strategic plan to identify training needs. We can also see how jobs and industries have changed, And to find out, We can better identify professional and personal assessments.

Research and training needs can be achieved in a number of ways. One option is to use an online tool like SurveyMonkey to poll employees to understand what kind of training they want to see. When you look at the performance evaluation conducted by the manager, You may see a pattern that indicates that the employee did not meet expectations. As a result, This data may inform you of the loss of vulnerabilities.

It may also require certain types of job training, Like technical training, Safety and quality training, And job training.

Each type of training should be considered as separate training, Each type of training requires a separate framework. for example , The staff framework is very different from the internship framework. Training must be linked to job expectations.

Any training developed must be transferred directly to the skills of this designated employee. Reviewing the strategic plan for human resources and various job analysis may help you understand the types of training that need to be developed for specific professional jobs in your organization.

Professional ways to design a training program

Learning goal:

After determining the type of training to be conducted, Learning goals for training must be set. Learning goals are the goals you want learners to do, explain or apply at the end of training. Good learning goals are based on performance and clear, The final results of learning goals can be observed or measured in one way or another.

Learning goals may include the following examples:

Be able to explain the company’s policy on sexual harassment and give examples of sexual harassment.
It can show you the right way to accept customer requests.
Use the company’s software to analyze different customer needs.
Understand and use the new expense tracking software.
Explain safe ways to deal with chemicals.
Be able to explain the types of communication methods and strategies for effectively dealing with each method.
When dealing with customer complaints, We must be strict with morality.
The ability to delegate staff effectively.
After setting learning goals, We can use information about the learning method to determine the best way to train

Method of study:

Understanding how to learn is an important part of any training program. For our purposes, We will use the widely accepted learning method model. Recent studies have shown that classifying people into learning patterns may not be the best way to determine the pattern, Most people have different patterns based on the information transmitted in the “Learning Method” study: Concepts and evidence, “Psychology of the public interest,” Number 9. 3 (2008): 109-19 ، Interview date: February 26, 2011,

Visual learners: Visual learners usually get clear “images” from the experience. Visual learners often say things like “I can see what you’re saying” or “look good.” It’s best to use graphics, images, and shapes to reach visual learners.

Audio learners: Hearing learners learn by voice.

The auditory learner may say, “If you listen well” or “What do you know about this situation?” the auditory learner will learn by listening to a lecture or listening to someone explain how to do it.

Sensory learner: The sensory learner learns by developing a sense of experience.

These types of learners tend to learn through study rather than listening or seeing others do so. These learners often say things like “I feel good.”

Most people use more than one way of learning, Depending on the type of information they receive. for example , You may be visually educated in the classroom, But when you learn how to change tires, You may be a dynamic learner.

Communicating information:

Depending on the type of training to be provided, You can choose another delivery form. Training may be suitable for on-the-job training, Remote training may be appropriate for sexual harassment training. When choosing to provide information, It is important to take into account public and budgetary constraints. for example , Oakwood Worldwide was acquired, It’s a temporary housing company.

Budget:

How much do you think the training costs? The type of training that is conducted depends largely on the budget. If you think that online training is the right way to provide information, But you don’t have a budget to pay for platform users, This would not be the best option.

In addition to the actual cost of training, Another consideration of cost is staff time.

If the staff receives two hours of training program, What is the cost of an organization when they are unable to do the work? You must develop a spreadsheet that lists the actual costs of materials, snacks and other direct costs, In addition to indirect costs, Like staff time.

How to learn:

Given the method of exchanging information, What is the best way to offer this training? It is also important to remember that most people cannot learn through PowerPoint alone; such as audio, sensory or visual.

With that in mind, What types of obstacles, discussions and backup activities can you combine to make training as interactive as possible? Training games are also fun for employees.

Many trainers play videos online and broadcast other interactive media during training sessions. This ensures that different learning patterns are met and makes training more interesting.

Public:

The public is an important aspect of training. Since when do they work in the organization, Or are they new employees? In which department do they work? Knowing the answers to these questions can help you create relevant dumping models to improve training.

for example , If you know that all the people participating in the training program are from the accounting department, The examples you provide in training can focus on this type of work.

If you have a mixed group, You can discuss examples and discussions from different disciplines.

Professional ways to design a training program

Content development:

The content you want to submit may be one of the most important parts of training and one of the most time-consuming parts of the development process. Setting learning goals or what you want learners to know after training can make training more accurate. Think about learning goals – after completing training, What should others know?

Here are some examples of learning goals:

Be able to identify and explain the handling of hazardous substances in the workplace.

The ability to use models of collective decision-making.

Understand the definition of sexual harassment and the ability to distinguish between sexual harassment in the workplace.

It can explain the company’s policies and structure.

Communications:

Once training is developed, The next consideration will be how to connect the training program available to employees. Like training, You need to communicate with managers, staff and anyone involved in training according to their time and schedule. If the training is informal, It is better to follow the employee’s schedule, which is usually the beginning and end of the worst week, Like Monday and Friday.

Keep in mind using the intranet, email, or even the organization’s old posters to promote training. Many companies have kept lists that can deliver messages to specific groups only when needed

Assessing the impact of training:

After completing the training, We want to make sure that our training goals are achieved. One model to measure the effectiveness of training is the Kirkpatrick model.

Its model contains four levels:

Reply: How did the participants react to the training program?

Learning: To what extent have participants improved their knowledge and skills?

Behavior: Has behavior changed because of training?

Outcome: What are the benefits of training for the organization?

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Professional ways to design a training program

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Professional ways to design a training program

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Professional ways to design a training program

Jasmine Alshahil

Professional ways to design a training program

Professional ways to design a training program

The most important points are the development of the training plan:

Measurement requirements:

Professional ways to design a training program

Learning goal:

Method of study:

Communicating information:

Budget:

How to learn:

Public:

Content development:

Communications:

Assessing the impact of training:

Professional ways to design a training program

Professional ways to design a 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

A free form of a training bag provided by your bag for review

Professional ways to design a training program

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