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CHP 3 TND

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Maria Mushtaque
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63 views

CHP 3 TND

Uploaded by

Maria Mushtaque
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Chapter No.

Introducing the Training Cycle


Chapter Objectives
Understand
• Introducing the Training Cycle
• Defining training jargon
• Ensuring that learning occurs in the Training
Cycle
Instructional Systems Design (ISD)
• A Training program is designed by following a
specific process, or a representative ISD
model.
ISD
• Some ISD models are linear; some are circular.
• Visit the following link to learn more about
other ISD models:

https://whatfix.com/blog/instructional-design-
models/
ADDIE (A circular model)
• A frequently used and important ISD model is
represented by the acronym ADDIE
• Analyze
• Design
• Develop
• Implement
• Evaluate
The Training Cycle
1. Analyze Needs
• conduct an assessment and analyze the data to
identify specific needs.
• Two main reasons for completing an assessment
and analysis:
1. Make sure there is a reason to conduct training.
- Can not do v/s would not do
- On-the-Job v/s Off-the-job
2. If training is necessary, the analysis should tell
you exactly what content and methodology to use.
How to conduct need assessments?
• Need analysis
• Task analysis
• Performance analysis
• can use written questionnaires
• personal interviews with employees or supervisors
• Talk with those who need to learn the skill
• Those who are adept at using the skill
Your goal in collecting this data is to determine the gap
between a job requirement and an individual’s actual skill
or knowledge.
Factors that may lead to Training
Needs
• Re-organization processes
• Business Process Re-engineering
• Process Improvements
• Reductions in Force
• Layoffs/Transfers/New Hires
• Staffing Changes/Promotions
• Re-locations
• New equipment/Technology
• Performance/Safety Issues
• Problems in Production/Safety
• New Systems/Procedures
• Changes in Laws/Regulations
• Succession Planning
• Career Paths/Growth
Training Needs Assessment Demo
https://hr-survey.com/sdtn2q.htm
2. Design the Training
• State exactly what you want the training to
accomplish
• You do this by writing objectives.
• There are two kinds of objectives from two
perspectives used in training:
Two kinds of objectives
1. The learning/performance objective:
- Learning objectives are a required step in every good
training design
- statement of the performance (knowledge or skill) that
is desired after the training has been conducted.
- the purpose is to demonstrate what your participants
have learned and can perform
2. The training objective:
- a statement of what the Trainer hopes to accomplish
during the training session
Two kinds of objectives (Contd….)
• include both learning and training objectives
3. Develop the Program
• decide how to deliver the program to achieve
the best results (e.g. virtual classroom;
self study; a combination of these or a hybrid
model)
• Decide content
4. Implement the design
• the Training Cycle stage during which you
actually conduct the program.
• Excellent delivery skills are required:
as presenter and a facilitator
- The presenter: provides information
- The facilitator: serves as a catalyst to ensure
learners’ participation.
5. Evaluate the Results
• When it’s over, it’s not over.
• an important part of the Training Cycle for three
reasons:
1. whether the objectives of the program were
accomplished.
2. feed information from the evaluation stage into the
assess and analyze stage to improve the training program
3. serves as the basis for determining needs for future
programs or other changes an organization may need to
make.
Agile learning design (ADL)
• Agile learning design refers to any approach to
Rapid Content Development (RCD) that
focuses on speed, flexibility and collaboration.
Rapid Content Development (RCD)
• template-based reusable components
• e-learning tools for rapid and cost-effective
execution.
• Also known as rapid eLearning.
Talking the T&D Talk

Review acronyms and technical terms you hear


in the talent development field
Conditions of learning
• Gain the learners’ attention.
• Share the objectives of the session.
• Ask learners to recall prior learning.
• Deliver the content.
• Use methods to enhance understanding — for example,
case studies,
• examples, and graphs.
• Provide an opportunity to practice.
• Provide feedback.
• Assess performance.
• Provide job aids or references to ensure transfer to the job.

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