Designing a Training Program
Key Takeaways
- There are a number of key considerations in
developing a training program. Training should not be handled casually
but instead developed specifically to meet the needs of the
organization. This can be done by a needs assessment consisting of three
levels: organizational, occupational, and individual assessments.
- The first consideration is the delivery mode;
depending on the type of training and other factors, some modes might be
better than others.
- Budget is a consideration in developing training. The cost of materials, but also the cost of time, should be considered.
- The delivery style must take into account people's
individual learning styles. The amount of lecture, discussion, role
plays, and activities are considered part of delivery style.
- The audience for the training is an important aspect
when developing training. This can allow the training to be better
developed to meet the needs and the skills of a particular group of
people.
- The content obviously is an important consideration.
Learning objectives and goals for the training should be developed
before content is developed.
- After content is developed, understanding the time
constraints is an important aspect. Will the training take one hour or a
day to deliver? What is the time line consideration in terms of when
people should take the training?
- Letting people know when and where the training will take place is part of communication.
- The final aspect of developing a training framework
is to consider how it will be measured. At the end, how will you know if
the trainees learned what they needed to learn?
- A career development process can help retain good
employees. It involves creating a specific program in which employee
goals are identified and new training and opportunities are identified
and created to help the employee in the career development process.