TRAINING DESIGN

1. What are the factors to be considered while designing training and development
activities?
1.1 Cover all contents of the training requirement – A training programme
should include all the contents of the training needs to be effective.
1.2 Motivating/Interesting training programme – The programme should
motivate the participants who are adult learners and experienced people.
They want to learn purposeful, useful, interesting, new ideas from a
training programme.
1.3 Combination of training methods – A combination of training method
motivates the trainee to learn more from the training programmes.
1.4 Simple to complex – The training programme should be designed to start
from simple contents to enable the trainee to get absorbed into training
activities.If a complex content is taught at the beginning of the
programme the trainee gets a psychological fear of training and loses
interest in the training.
1.5 Logical sequence of attitude/knowledge/skills – The content should be
such that it changes attitudes of the participants to move onto knowledge
improvement and paves the way for development of the required skills
among the trainees.
1.6 Divide into modules – The content of training should be divided into
modules which will help in comprehensive learning.This will also help
trainees concentrate better when one module at a time is dealt with
intensively.
1.7 Break up – The break up of training content in any training programme
helps trainee enhance their learning capabilities.
1.8 The training programme should preferably be not on a Monday or
Saturday are these are the only days that an employee gets a break
during the week.
2. Explain the steps involved in training procedure.

2.1 Decide What type of training is needed - The first step is to identify what’s
needed for people to do their job in a safe and productive way. New recruits may
need basic training where more experienced workers only need refresher training.
To avoid unnecessary training, it is equally important to determine what kind of
training is not needed. Second, some training is required by law

2.2 Identify goals and objectives - Clearly stated goals and objectives will
identify what you employees to do, to do better, or to stop doing. They don’t
necessarily have to be written, but in order for the training to be successful,
objectives should be thought out before the training begins. Such as, when should
the training occur? Is it initial training or refresher? Will training include hands-on
use of equipment? How much time will be required for training? How will training af-
fect production? Will training be scheduled during work hours or using overtime? In
addition, much study has been done on how adults learn. Training should be con-
ducted using a variety of adult learning methods.

2.3 Conducting the training - Training conducted by professionals with

knowledge and expertise in the given subject area is most suc-cessful. There are
many different methods available to today. To the extent possible, the training
should allow employees to participate in the training process and to practice their
skills or knowledge.

2.4 Evaluating the effectiveness - Testing and evaluating is necessary to

measure the success of training. Testing at the end of training helps determine the
amount of learning achieved. Providing a student evaluation worksheet following the
class will measure the comfort level and understanding of the training they received.
It will also tell you if they feel the trainers are qualified. Also, employees should
imme-diately use the skills they learned

2.5 Improving the program - If, after evaluation, it is clear that the training
been inef-fective it may be necessary to revise the training pro-gram. Language
barriers are quite common today. In addition, you might consider periodic refresher
 training using a differ-ent method or facilitator. Asking questions of employees,
other training peers and of those who conducted the training may be of some help in
improving your program.

3. Explain the essentials to be followed in designing a training programme.

3.1 Step 1 – Assess Organisational Training & Development Needs -You have a need
and you want the training program to address that. It may be a new product that requires a
total revamping of the production line, or just want some changes to increase the output of
an existing product. On both counts, you want employees to understand and adopt
themselves to the new production flow and increase their in-line efficiency.

3.2 Step 2 – Define Your Training Objective - Defining of training objective is the
most important aspect of the program. It gives the program direction, and also serves as a
yardstick to measure success. In order for this to happen,

3.2.1 The objective must be stated clearly and should make sense to
everyone involved

3.2.2 It should be achievable;

3.2.3 It should be relevant to the training; and

3.2.4 It should be measurable.

3.3 Step 3 – Training Program Design - . A complete plan that includes learning
and instructional methods, content matter, content flow and other such aspects.

3.3.1 Design keeping in mind the needs of your employees, and not that of
the trainer.

3.3.2 Always create content around your training objective.

3.3.3 Design using the training principles for adults (see below).

3.3.4 Introduce as many practical sessions as possible in the program.

 3.3.5 Design an interactive program. Introduce Q & A sessions.

3.3.6 Break the sessions into short segments.

3.3.7 Ensure proper flow and connect between the segments.

3.4 Step 4 – Adopt Training Principles for Adults -The training program has to
factor in their unique learning characteristics.

3.4.1 Are experienced, self-motivated and goal oriented;

3.4.2 Prefer training that helps in their advancement;

3.4.3 Prefer task oriented and relevant training programs; and

3.4.5 Have pride in their industry knowledge that needs to be respected.

3.5 Step 5 – Training Program Development - Start developing on the design and
create your training materials, training manuals, training notes for the instructor,
PowerPoint presentations, charts, posters and other materials for hands-on practical
sessions.

3.6 Step 6 – Training Program Implementation -. A few points to remember for

effective implementation

3.6.1 Schedule training activities well in advance and mobilise the required
resources.

3.6.2 Decide the location for the program based on the size and kind of
training rooms you need.

3.7 Step 7 – Evaluate Your Training Program Evaluate the design and development
of the program, the effectiveness of the program, and the degree of success
achieved.
 3.7.1 Employee Feedback: Get employee feedback about the program. Was it
informative, helpful, riveting? Do they have any suggestions to make it better?
Collecting this kind of feedback from employees who participate in training
sessions will help you come up with new and improved program versions.

3.7.2 Employee Assessment: This must be done during the training sessions.
Evaluate how much employees have actually understood about the training. This
can be done using mini quizzes, practical exercises, etc. In brief, you want to
make sure they are aware of the training objective and the process to achieve it.

3.7.3 Program Assessment: After your trained employees report back to work,
conduct on the job evaluation of the training program to measure its
effectiveness in achieving the objectives.

4. As an HR manager prepare a programme schedule to organise a two day training

programme for sales representatives.

4.1 The two day training programme for sales representative would be broadly
divided into three main training modules

4.1.1 Sales - This section includes skills like:

Sales methodology

Psychology of sales

Objection handling

Pre-call planning

Meeting and Demo best practices

Target customer profile

4.1.2 Product - This section includes specifics about the product your team is
selling, including:
 The origin story of the product

Functionality, including features and benefits

The target market

The product value for customers

The key business cases

Competitor landscape

4.1.3 Systems/Process -The section gets into the nitty gritty of the sales
process, which is vital for sales success. At a company that lacks sales
training, you can ask each person how they execute part of the sales process,
and they would all give you a different answer. This section includes
standardizing:

Sales process through the funnel

CRM data entry

Use of the technology stack

Executing a proof of concept

Onboarding a new customer

A central repository for sales enablement

5. Describe the various steps involved in organising a training programme from designing to
implementation.

5.1 In preparing the training design, it is essential to keep those factors in view that
have the potential of influencing the implementation of the program. It is fundamental to
make the program functional and beneficial to the individuals. The main areas that need to
be taken into consideration for the implementation of training programs are the content,
design, genesis, nature, objectives and duration.

5.2 Objectives of Training Programs - The designing and implementation of training

programs are done, taking into consideration certain objectives and these have been stated
as follows

5.2.1 The training program is organized with the main purpose of enhancing
knowledge and skills among the individuals, so that they are able to perform
their job duties well. For instance, if the organization is manufacturing
various kinds of handicrafts and employees have some experience, but in
spite of experience, they are required to undergo the training programs, so
that they are able to obtain adequate knowledge regarding how to perform
their job duties within the organization that they have become a part of.

5.2.2 Another objective of training program is to generate awareness among

the employees regarding the goals and objectives of the organizations. In
order to achieve the goals and objectives, there are certain methods, skills
and procedures that the employees are required to be aware of. In the
organization of training programs, it is ensured that the content and the
material is suitable in accordance to the needs and requirements of the
employees.
5.2.3 Training programs generates awareness among them, not only
regarding the effectual performance of job duties, but they also learn to
develop positive thinking and encouraging attitudes towards various aspects
of the organization.
5.2.4 The training programs should address the needs of three levels of
personnel, the reason being, it takes all the three groups to influence
sustainable change.
Policy makers are responsible for the creation of the environment that is
appropriate to enhance productivity. Their main job duty is to formulate the
policies and procedures that prove to be effectual in the functioning of the
organization.
 Mid-level managers are responsible for managing and supervising all the
tasks and activities. It is their job duty to ensure that the employees are
engaged in the production process in accordance to the proper procedures.
They are required to listen to the grievances of the employees and provide
solutions to their problems. The managers are supposed to act as leaders and
manage and administer the activities in an appropriate manner.
Line or operations level personnel are responsible for carrying out the work.
Whether the organization is engaged in the production of products or
services. The line or operations level personnel are the ones, who are
engaged in the production and manufacturing processes. It is vital for them
to enhance the traits of diligence, resourcefulness and conscientiousness
among them to accomplish the desired objectives.
5.3 Design, Implementation and Evaluation of Training Programs - An appropriate training
program has seven steps, which have been classified in a sequence and their objective is to
form a constructive training design and implementation process.
5.3.1 Identification of Training Needs and Analysis - Identification of training
needs of individuals and groups is the first and important steps in the training
process for achieving the objectives of the individuals, groups and
organizations. It helps to bring into being, the predominant attitude of the
individuals and the climate of organizations. For any assessment of training
needs, it is mandatory to know, what one essentially means by training and
training needs. Training is any structured activity that is the result of a
determinedly assessed learning needs, designed to improve an individual or
organization’s performance. It can be defined as the process of bringing the
human resources of the organization to the desired level of performance,
conduct and attitude from the existing level of performance, behaviour and
approach. Hence, stimulation of training needs is a condition of requirement
of moving to the desired level of performance, so that individuals can incur
job satisfaction as well as meet the organizational objectives.
5.3.2 Setting up of Training and Development Objectives - The training
programmes must noticeably lay down its objectives. Objectives must put
emphasis upon what the organization tends to achieve. These also help
individuals to be aware of their own objectives in relation to the
organizational objectives. The primary objective of any training program is to
improve the attitude and behaviour of the employees. This will enable the
performance of the employees to be more productive and advantageous to
the organization. The employees are required to possess adequate skills and
abilities, so that they can render an essential part in enhancing their job
duties. The main objectives of training programs include, improving
knowledge, bringing about change in attitude and behaviour, enhancing
teamwork and collaboration among individuals, and development of
knowledge, awareness, aptitude and skills among the workforce.
5.3.3 Selection and Designing of Training and Development Program –Each
training and development program is designed in accordance to the needs
and requirements of the organizations as well as the individuals. The
feasibility of transforming objectives into outcomes depends mainly on the
following factors.These include, levels of participants, their ability levels,
categories and backgrounds. The duration of the training period varies with
the skills and knowledge that are to be acquired. The content areas are,
information, acquisition of skills, attitudinal change, decision-making and
problem solving skills. The appropriate training methodology is decided on
various factors like the nature of the topic, time, participants and availability
of faculty resources.
5.3.4 Selecting and Developing Training Methods and Techniques –The forms
and types of employee training methods are interrelated. The selection of the
training methods needs to be done in accordance to the needs and
requirements of the learners and the organizations. Training methods can be
divided into two parts, these include, on the job training and off the job
training. On the job training is the most common and the most
comprehensively used training. It is regarded as essential in providing skills
and training to the employees to enhance their job performance. Employees
are trained and instructed by skilled co-workers,by supervisors, and by the
instructors that provide special training. They learn the job by personal
observation and practice as well as by handling it occasionally. Off the job
training is not the part of everyday job activity. These methods consists of
lectures, conferences, group discussions, role playing, case studies, program
instruction, T-group training, management games, brainstorming, in-basket
exercise, sensitive training and transactional analysis.
5.3.5 Implementation of Training and Development Programs - Once the
training programme has been designed, it needs to be implemented.
Implementation is affected with certain problems. Firstly, most managers are
action-oriented and refuse on a frequent basis to training efforts. Secondly,
there is problem in locating suitable trainers within an organization. The
various areas that need to be taken into consideration regarding the
implementation of training programs include, deciding the location and
organization of training and other facilities. Scheduling the training program,
conducting the program and monitoring of the progress of trainees are vital
areas. It is the duty of the top management to frame the policies. The
personnel department plans, organizes and evaluates the training programs
and it is the job of the supervisors to implement and apply the
developmental procedures. The employees, who have already undergone the
programme, make provision of feedback, revision and suggestions for
corporate educational endeavours.
5.3.6 Evaluation of Training and Development Programs - Evaluation of
training and development programmes should be a continuous process for
improving the skills of teaching and the aptitude for learning. Evaluation
helps to design and organize efficacious training programmes, based on the
response received from members. The five dimensions to the evaluation of
training includes, framework evaluation, it attempts toassess the
environment prevalent among managers, supervisors and workers. It aims to
know their attitudes towards training programmes, which have been
organized. Input evaluation assesses the suitability and competence of all
resources that have been utilizedwithinthe training programme. It focuses on
the elements of design, performance, objectives, instructional methods and
other physical resources. Process evaluation deals with implementation of a
programme design. It calls for how trainers utilize the physical and human
 resources for identifying behavioural objectives. Product evaluation assesses
the competence of participants. It also evaluates the ways of theirjob
performance. Impact evaluation assesses the cumulative difference that
training efforts have made in an organization’s efficiency, productivity and
lucrativeness.
5.3.7 Feedback leading to further Identification of Training Needs –With the
help of feedback, the participants come to know the level of achievements
through the training program. Immediate feedback will be given to the
participants, based upon evaluation of the training programs, which help
them to know the performance, they will achieve and the kinds of efforts
needed to improve their efficacy. The feedback of the training programs are
obtained to modify ones approaches and to bring about improvements
within the job performance of the employees. Tests are regarded as one of
the imperative means to assess the performance of the participants. If the
employees perform well, it is comprehensible that they are able to
understand all the concepts in an appropriate manner. On the other hand, if
the employees do not perform well, then some improvements need to be
brought about in the training methods and trainers are required to be
efficiently prepared, before they impart knowledge and skills to the
employees.

5.4 Generating a Training Program - When generating a training program, there are certain
points that need to be taken into consideration and these have been stated as follows

5.4.1 Needs Assessment – The needs assessment of the learners are related
to the accomplishment of job duties within the organization. Within the
organization, there are some employees, who are novice and need to possess
adequate knowledge regarding how to enhance their job performance.
Assessment of the learner’s needs takes into consideration, what do the
employees need to know, what information, knowledge and skills they need
to possess in order to meet the organizational goals and objectives. Another
factor of needs assessment also includes the existing knowledge that they
have and what is the difference between what they know and what they
need to know. Needs assessment bridges the gap between where one is in
the present existence and where one has to be in future regarding possession
of knowledge and improvement of job performance.

5.4.2 Training Design – In the training design, there are four main areas that
need to be taken into consideration. These include, what learning outcomes
will meet the needs of the learners, what aspects should be included in the
creation of the training plan, what resources are available, as it is vital to take
into account the resources, especially the finances and what are some
potential challenges to this training program. In the design of the training
program, there are some challenges that take place and it is vital to put into
practice the measures to make provision of solutions to these challenges. The
most important aspect of the training plan is to meet the needs of the
learners. The weaknesses need to be identified by the supervisors and
managers that are required to get improved. Then the employees are sent for
training, so that they are able to improve upon their weaknesses and they do
not prove to be disadvantageous to them.

5.4.3 Training Development –In training development, the main areas that
are taken into consideration include, what content needs to be created, what
are the appropriate activities that need to be developed and what formative
and evaluation instruments need to be created. In training development, the
trainers need to be efficient, resourceful and diligent in the performance of
job duties and possess adequate knowledge. The content and the material of
the program should be efficiently developed and imparted, so that the
participants are able to acquire efficient understanding. Learning methods
and strategies are another imperative aspects in training development. The
trainers need to implement efficient methods that may render an operative
contribution in the management of job performance. Resources are
imperative aspects that enable the planning and organization of training
programs, hence, when development of training programs takes place, it is
vital to take into consideration the resources.
 5.4.4 Training Implementation – The implementation of training is entirely
based upon the skills and aptitude of the trainers. The trainers should possess
effective communication skills, so that they are able to impart training and
information to the individuals in an appropriate manner. It needs to be
ensured, whether the selected trainers are adequately prepared to deliver
the training. The resources and the materials need to be implemented in the
manner, so the programs can be organized well.These include, technology,
written materials, hand-outs etc. The employees attending the training
programs should be well-informed of the timings, location and duration of
the programs.If registration is required in advance, then they need to make
sure they are registered. When the program content is complicated, then the
trainers are required to make sure that they provide notes and other written
materials to the participants, so that they are able to adequately understand.
Facilitating knowledge and understanding is the primary objective of the
training programs.

5.4.5 Evaluation –The main purpose of evaluation is to find out, whether the
training programs have satisfactorily met the needs of the learners. In this
process, it is essential to ensure, whether the needs of the learners are being
addressed in accordance to the designing and development of the training
programs. What are the approaches and strategies that are most effectual,
need to be continued to utilize or some kinds of changes need to be brought
about in the programs. Upon completion of the training programs, the
learners too evaluate the trainers regarding knowledge, skills, awareness,
materials, content, delivery and so forth. It is important to determine that
individuals are making complete use of the knowledge and skills that they
have acquired in the training program. Conducting tests is one of the crucial
ways to determine, whether employees have adequately understood the
content.

5.5 Assessing the Needs and Learning Styles of Adult Learners - In the assessment of adult
learners, the major characteristics need to be identified related to training and these have
been stated as follows
5.5.1 Need to know – The adult learners possess this viewpoint that they
would attend a training program, only when they need to. When novice
individuals within the organizations, possess this viewpoint that they are not
able to incur job satisfaction, or please their employers, in other words, they
lack the awareness and information regarding performing their job duties in a
well-organized manner. This makes them recognise the significance of
training and they get themselves registered for the program. Promotional
opportunities of the employees make them understand that they need to
undergo a training program to develop knowledge and skills. Therefore,
when the employees are prepared to progress to a new task or job, then they
require training .

5.5.2 Self-Concept –It is the desire to be recognized by the instructor as

independent and self-directed. The training programs are organized in a
different manner in all organizations. The organizational objectives and needs
of the learners are the primary requirements of the training programs. The
trainers have an important role to play, as they are the ones who facilitate
learning. The trainers need to be independent and self-directed, they need to
take into consideration the needs of the learners. For instance, if the learners
find some concepts, difficult to understand, then reiteration of the concepts
would be encouraged throughout the program.

5.5.3 Life Experience – The instructors as well as the learners bring their daily
life experiences into the program in order to facilitate their understanding.
For instance, in all the organizations, whether it is service, production,
manufacturing and so forth, individualsneed to collaborate and integrate
with each other. Job performance cannot be carried out in isolation and
teamwork and co-operation are regarded as imperative aspects. Therefore,
effective communication, recognition of norms, values, principles and
standards and implementation of morality and ethics are considered as
imperative aspects. The life experience of the individuals enhances
awareness among them that they need to be ethical and principled in their
conduct, particularly in dealing with other individuals, internal and external
to the organization.

5.5.4 Task-Centred and Practical – When the employees are unable to meet
the organizational and personnel objectives, this results in job dissatisfaction.
They obtain training to enhance their skills and abilities, so that they can
render a significant contribution towards job performance. The training
programs should be focused upon the tasks and need to be practical. It
should prove to be helpful to the individuals in meeting the job-related
needs. For instance, if the employees are undergoing a training program,
because they need to learn about statistical techniques, then the training
program should only focus towards it and help them in meeting the
objectives. The training programs need to be comprehensible and coherent.

5.5.5 Internally Motivated –When the adult learners attend the training
programs, they feel internally motivated and get stimulated by internal
rewards. When employees are not very efficient in the performance of job
duties and need training, then they usually become inspired that
improvement of skills and abilities would help them in not only enhancing
their job performance, but they are able to secure incentives, rewards and
acquire appreciation from their employers and supervisors. Motivation and
stimulation enables the individuals to take interest in training and
appropriate performance of job duties