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Training
The basic steps involved in the training design process include analysis, design, development, implementation and evaluation. Analysis refers to the initial evaluation of employees, employee needs, and the learning objectives. The learning objectives will be defined both for the learners and for the organization or department. The design step builds on the learning objectives. Based on the learning objectives, the trainer focuses on specific skills and measurable outcomes. It is important to have measurable outcomes to assess the learners as well as the quality of the training program.
When developing a training program, it is important to use effective instructional strategies. Development also refers to the logistics of the training such as classroom design, location, and organization. Finally, the training design process needs to be evaluated. This may include feedback from the learners, which will be fruitful in improving future training programs.
I have taken both successful and unsuccessful training programs. The successful ones achieve each of these five steps; the unsuccessful ones fall short on at least one account. For example, the successful training program offers learners a clear list of the learning objectives so that we knew exactly what was expected of us. Poorly designed training programs are vague, even in the description of what are supposed to be specific tasks.
The assessments were also explained thoroughly in the effective training programs, but not in the poorly designed ones. We saw immediately how the assessments matched the core objectives. One of the greatest strengths of the good training was the instructional strategy. For example, there were guest speakers who offered specialized information; and we also had multimedia content. We had applications that integrated with our mobile computing devices, so that we could continue our learning outside of the formal training session. Poor training offered none of these things, and the material was delivered in boring lectures. At the completion of a good training session, all of the participants are asked to provide anonymous feedback. Poor training design does not solicit this information and leaves the participants feeling like they do not care about quality.
Reference
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin
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