Designing and Conducting Training Program
DESIGNING AND CONDUCTING TRAINING PROGRAM
Guest and Kenney present the criteria influencing the design of training programme and list these influences as resources available, skills of trainer(s), types of trainees, principles of learning, learning objective and methods and media for learning.
The design and implementation of training is done by the trainer, but it will also involve others such as direct trainers, training institutions, departments and most importantly trainees. The design of training is a vital part of the Systematic Approach to Training. * Trainer will need to develop own approach to do the following : * Training is suitable to meet identified training needs * Collaborate with a variety of client organization to meet their requirements. * Use available resources effectively and efficiently. * Plan action for yourself and others. * Ensure a satisfactory outcome from the training.
BUILDING TRAINING DESIGN:
Planning Training Session Involves: * Establishing learning Objectives. * Identifying the components to be covered in session. * Assemble specific methods and activities in designing.
Learning objectives are statements of what we want learner to know, feel, or be able to do at the end of training. For example, the learning objectives for a training session on the principles of adult learning might be.
Learners will understand the basic principles of adult learning and be able to apply them by developing training strategies appropriate to different learners in a structured exercise.
Learners will be able to describe their own individual learning styles and the general styles of other learners; they will be able to vary their training methods so that they appeal to a variety of learners, not just with similar styles.
Learning Components are statements of what will be covered in the training session. For the same session, components might be:
Basic principles of Adult Learning: *
Guest and Kenney present the criteria influencing the design of training programme and list these influences as resources available, skills of trainer(s), types of trainees, principles of learning, learning objective and methods and media for learning.
The design and implementation of training is done by the trainer, but it will also involve others such as direct trainers, training institutions, departments and most importantly trainees. The design of training is a vital part of the Systematic Approach to Training. * Trainer will need to develop own approach to do the following : * Training is suitable to meet identified training needs * Collaborate with a variety of client organization to meet their requirements. * Use available resources effectively and efficiently. * Plan action for yourself and others. * Ensure a satisfactory outcome from the training.
BUILDING TRAINING DESIGN:
Planning Training Session Involves: * Establishing learning Objectives. * Identifying the components to be covered in session. * Assemble specific methods and activities in designing.
Learning objectives are statements of what we want learner to know, feel, or be able to do at the end of training. For example, the learning objectives for a training session on the principles of adult learning might be.
Learners will understand the basic principles of adult learning and be able to apply them by developing training strategies appropriate to different learners in a structured exercise.
Learners will be able to describe their own individual learning styles and the general styles of other learners; they will be able to vary their training methods so that they appeal to a variety of learners, not just with similar styles.
Learning Components are statements of what will be covered in the training session. For the same session, components might be:
Basic principles of Adult Learning: *