How to Develop a Training Program - Part Two

By Deborah Thompson posted 12-18-2015 10:29

  

HOW TO DEVELOP A TRAINING PROGRAM – PART 2

December 17, 2015

 

This blog mini-series addresses how the ADDIE instructional design model is used to develop a training program. The ADDIE instructional design process represents a guideline for building effective training tools in five phases and a comprehensive training program will typically involve some variation of this process. As discussed in my first blog, Phase One of the ADDIE process consists of assessing the needs and desired results for the program to help identify the goals and objectives you wish to achieve. It is important to form an objective that will support and align with your organization’s goals and help the stakeholders understand the value of training. In this second issue of the blog series, we highlight the next steps of the process – the Design and Development phases – which involves building the training plan.

 

PHASE TWO: DESIGN

Phase Two of the ADDIE process focuses on designing the structure of the program to support your objectives and creating a strategic instructional plan. Once you identify and prioritize what you want the learners to be able to do as a result of this program, define the methods you will use to achieve this level of performance and knowledge. Develop a structural summary that outlines the training content and delivery methods.

Key Considerations for the DESIGN PHASE include:

  • Understanding Adult Learners and Styles
    • Learning must be task-centered, motivational and commensurate of their experience. 
    • Content should strive for variety to address different learning styles and level of knowledge.
  • Identify methods to achieve measurable learning outcomes
    • What determines an increased body of knowledge?
    • How do you manifest improved job performance?
  • What kind of training is needed? 
    • On-Boarding
    • Skills Enrichment
    • Training Library
    • eLearning
  • Conceptualize the materials and deployment plan
    • Develop overall description of the program and learning outcomes
    • Create Lesson Plans and Course Outlines
    • Design Instructional Materials and Job Aids
    • Scope Delivery Methods and Marketing Strategy

A successful design phase builds a clearly defined and comprehensive training plan and is very instrumental to the instructional design development process. Creating an effective training blueprint used to plot subject matter, plan approaches and manage resources will greatly prepare you for developing a creative and constructive program. Always pinpoint the main idea of the program as each phase primes and sometimes overlaps the next. You may revisit any phase for adjustment as program development progresses.

 

PHASE THREE - DEVELOPMENT

The third phase of the instruction design process should realize your design plan with an intentional effort that fulfills your goals and objectives. Use your training outline and resources to create course content and materials that will address the training needs and desired learning outcomes. Consider your assessments of target audiences to create a value-added training experience. Also identify presentation methods and activities that are appropriate for your organization’s culture and learning environment. Build effective content, balance learning methods and manage resources and logistics.

Key Considerations for the DEVELOPMENT PHASE include:

  • Develop functional course content that is relevant to one or more learning outcomes.
  • Include as much practical, direct job-based information as possible.
  • Analyze and leverage previous training materials.
  • Training materials should be easy to understand and economically produced.
  • Content Expertise: Who are the relevant experts to supply the content?
  • Training Expertise: Who is available to skillfully deliver the training?
  • Logistical Requirements: What is the instructional setting and how much time is available?
  • Manage your resources wisely to easily avoid or address potential challenges for the program.
  • Determine the formative evaluation instruments that need to be created.

The primary benefit of the development phase is to form well-planned training sessions with supportive materials that complement the learning experiences. Produce content that will disseminate information in a manner that cultivates a culture of learning. Training is an investment in the future of the business that should help the learners gain the confidence of increased knowledge that contributes to improved job performance. An effective training program provides instructional experiences that resonate with your learners and makes the acquisition of knowledge and skill more efficient and appealing.



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