Training Programme Designing,Planning and Conducting

8/6/2019 Training Programme Designing,Planning and Conducting

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,lanning,lanningesigningesigningndnd

Conductinonductinofof rainingraining&Developmeevelopme


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Designing training

Identifying training Opportunities for maximizing participant learning

ting training priorities and objectives from each programme and checking readin

Drafting training programme and choosing appropriate training method

-Pre testing and review

,Abandon If neededModify and try out

Implementing training programme

Communicating training information to all employees

:To Evaluating Training

raining Design Processraining Design Process


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. en y ng ra n ngOpportunities for

maximizing participantlearning

Proper combination of training

methods should be employed tofacilitate the maximum possiblelearning of the employees.

It is desirable to put participants of

almost same of comparablebackgrounds, qualification andintellectual capability to facilitatetrainers and participants to get thebenefits of the training to the


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2. Selecting training priorities andobjectives from each programmeand checking readiness

Training must reflect training priorities of the

organization. Otherwise it may be possible low significant

programme gets more priority than highlysignificant training programme .

Training priorities are based on these criteria:

1.The number of employees experiencingdeficiency in a particular skills.

2.The severity of the deficiency.

3.The importance of the skill for meeting

organizational goals.


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. ra ng ra n ngprogramme and choosing

appropriate trainingmethod

Training materials are drafted and the

method of training is decided. Deciding on the method of training - on the

job and of the job the training coursematerial would vary.

Drafting training programmes requires goodplanning, hard work and experience on the partof trainer.The draft should help participants to meet the

objectives of the training.


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4. Pre- Testing and Review

Feedback on theeffectiveness of the

training programme ismeasured

Thereupon it is decidedwhich activity can beimproved and which can

be withdrawn.


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5. Implementing trainingprogramme

After modifications in the trainingprogramme, training programme is

ready for implementation.Training should continually be

monitored to ensure

1.They are proceeding according to planand within the agreed budget

2.All training should be evaluated tocheck that training program is

delivering desired results.


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5. Communicatingtraining information to all

employees Training time Duration

Venue

Name of participants Objectives

GuidelinesAre to be communicated through suitable media so

that the participant employees can reach thetraining center and training can be successfullyimplemented.


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A final consideration is where the training

and development programme is to beconducted.

The decision comes from the followingchoices:

1.At the job itself2.On the site but not on the job, for example,

in a training room in the company

3.Off the site, such as university of college

classroom, hotel and conference center.

Conduct of training


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Cover all the contents of the training programme(imp. topics to becovered)

Break ups (enhance learning capablities)

Logical sequence of atittudes,knowledge and skills

The training programme should bemotivating(purposeful,useful,intresting,new ideas)

Combinations Of Training Method )To motivate the trainees to learnmore

Divide into modules (to increase concentration)

1

2

3

4

5

6

7

Simple to Complex ( to avoide psychological feal)

IMPORTANT CONSIDERATIONS WHILE

DESIGNING A TRAINING PROGRAMME


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How to Conduct Training SessionsHow to Conduct Training Sessions

Icebreaker: Introduce yourself


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Training goalTraining goal

The purpose of the training

is to increase trainers

knowledge and skills on the

active learningstrategies

needed to effectively

communicate Treatnet training

sessions.


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Training objectivesTraining objectives

At the end of this workshop, you will be able to:

Understand the concepts of active learning

1.Demonstrate one training strategy (in addition to

lecturing using PowerPoint) that will work withyour participants

2.Attractparticipants and encouragetheirattendance

3.Create the proper environmentand selectmaterials for your training


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How to use PowerPoint presentationsHow to use PowerPoint presentations


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Tips for effectively presenting in PPTips for effectively presenting in PP(1)(1)

Use participants names

Face participants

Be aware of your timing: Stay onschedule

Use the power of your voice

Use non-verbal communicationUse examples as much as you can

Continued


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Tips for effectively presenting in PP (2)Tips for effectively presenting in PP (2)

Avoid simply reading the slides Establish continuous eye contact Refer to the pictures, graphics, &

figures Be aware of participants non-verbal signs

Encourage participation: questions, comments, examples,

feedback, etc.

Continued


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How to use the slides (3)How to use the slides (3)

1.Go straight to the point

2.Make it easy

5.Connect with participants!


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What is in the slides? (1)What is in the slides? (1)

Structure of the presentations:Structure of the presentations:

Introductory slides

Pre-assessment Training goals

Workshop objectives

Content with examples, pictures,graphics, & figures

Continued


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What is in the slides? (2)What is in the slides? (2)

Structure of the presentations:Structure of the presentations:

Case studies

Learning activitiesQuestions and comments

Post-assessment

Thank you for your time!


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Principles of Active LearningPrinciples of Active Learning


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Telling vs. teaching (I)Telling vs. teaching (I)

Telling onlyTelling only

Does not require anactive audience.

TeachingTeaching

Requires an activerole by the person

who learns.


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Telling vs. teaching (II)Telling vs. teaching (II)

Telling onlyTelling only

Unidirectional

TeachingTeaching

Bidirectional

Zzz ?

Blah blah blahand more blah blah

Can somebody tell me what

addiction is?

Addiction is a brain disease

Why?

Lets use some examples


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Active learning: Participants roleActive learning: Participants role

Active learning requires that participants:Active learning requires that participants:

Acquire new knowledge and skills

Solve problems during the training

Demonstrate their understanding Apply their knowledge and skills


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How to produce active learning (2)How to produce active learning (2)

Include activities that are useful

Make learning a fun experience

Encourage participation

Answer questions


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Icebreakers (3)Icebreakers (3)

Dream Vacation: Participants introduce themselves and

describe details of their perfect dreamvacation: the place, activities that they woulddo, who they would take with them, etc.


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Ice breakers (4)Ice breakers (4)

If you had to move to an uninhabited island,

what 3 things would you take with you and why?

(food and water are provided)


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EnergisersEnergisers

After lunch or late in the afternoon, participantsmay become lethargic and unmotivated.

Revitalise their energy with a brief fun activity(either physical or not) that gets learning moving!


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The training roomThe training room

Room temperature, light, noise, etc.

Sitting arrangements

AudiovisualResources

Materials

Water, tea, coffee, & snacksW.C. locations


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The training room: SeatingThe training room: Seatingarrangements for a lecturearrangements for a lecture

1 2

3

= Trainer

= Participants


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Recommended materialsRecommended materials

White board and markersWhite board and markers

ProjectorProjector

Laptop or desktop computerLaptop or desktop computer

Name tagsName tags

Certificates of completionCertificates of completion

Water, tea, coffee, snacks, etc.Water, tea, coffee, snacks, etc.


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Defination

MDP is a systematic process ofgrowth and development bywhich employees developtheir skills and abilities and

helps a manager to be a better listener,

a better team member,

and hopefully a better leader.


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Need for M.D.P To help manager understand latest

techniques of management

To keep managers updated with the latestchanges

Develop motivation, satisfaction.and success inthe career of the managers

It is future oriented and is concerned witheducation of the employees

Helps in increasing individual and teamproductivity.


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Process of M.D.P

Analysis for organisations development needs

Programme targeting

Planning for managemant development

Planning individual development programme

Involvement of managers


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. .Implementing M D P

. .Evaluation of M D P

Follow U p


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Thank you for your time!Thank you for your time!

Training Programme Designing,Planning and Conducting

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