Training designing process of an organization

we have discussed that why an organization needs to design training process for its employee. Hope you would like it

1. Training? Training is the process which help to enhance our skill, knowledge and attitude. It fills the gap in us. It adds whatever skills, knowledge and attitudes we require for the fulfilment of our goal making our selves the best version of ours. Skills currently have Skills needed The Skills gap Pit of Despair

2. Training Design Training Design refers to a systematic approach for developing training programmes. It is a detailed sketch for what will be done, why it is being done, and the best ways to reach the training objectives.

3. 7 steps of Training Design Process Conducting needs of Assessments Organizational Analysis Personal Analysis Task Analysis Ensuring Employees’ readiness for training Attitudes and Motivation Basic Skills Creating a learning environment Learning Objectives Meaningful Material Practice Feedback Ensuring Transfer of Training Self-Management Peer and Manger Support 2 1 Selecting Training Method Traditional E-Learning 6 3 4 Monitoring and Evaluating the Program Conduct Evaluation Make Changes to Improve the Program 7 Developing an Evaluation Plan Identify Learning Outcomes Choose Evaluation Design Plan Cost-Benefit Analysis 5

4. 1. Conducting need assessment: A  needs assessment  is a systematic process for determining and addressing needs, or "gaps" between current conditions and desired conditions or "wants". The discrepancy between the current condition and wanted condition must be measured to appropriately identify the need. The need can be a desire to improve current performance or to correct a deficiency. Task Analysis Organizational analysis is the process of evaluating systematically an organization’s capabilities which can give it a competitive advantage in the market. Also known as internal analysis, company analysis. Organisational Analysis The individual analysis  identifies who within the organization requires training and what kind of training is needed. Personal Analysis Task Analysis is  the examination of each step involved in completing a task or job.

5. 2. Ensuring Employees’ readiness for training. Employee readiness is defined as the  extent to which employees are ready or willing to attend and participate in training Motivation to learn is the desire of the trainee to learn the content of the training program. Attitude & Motivation Basic skills

6. 3. Creating a learning environment ‘Learning environment  refers to the diverse physical locations, contexts, and cultures in which trainee learn. We should create a good and quality learning environment. Practice Learning Objectives : Meaningful Material Feedback

7. 4. Ensuring Transfer of Training Transfer of training is applying knowledge and skills acquired during training to a targeted job or role Self-Management Peer and Manager Support

8. 5. Developing an Evaluation Plan An evaluation plan is  a written document that describes how you will monitor and evaluate training program. Identify Learning Outcomes Choose Evaluation Design Plan Cost-Benefit Analysis

9. 6. Selecting Training Method Training Method Selection is used to guide the process of selecting the most appropriate training method. For this process, use documentation, such as the training requirements deliverable, and recommendations made during the Human Resource Development training design activities. Traditional E-learning

10. 7. Monitoring and Evaluating the Program Monitoring is  checking progress against  plans. The data acquired through monitoring is used for evaluation. Evaluation is assessing, as systematically and objectively as possible, a completed programme (or programme that has been completed). Conduct Evaluation Make Changes to Improve the Program

11. Reference: https://www.slideshare.net/preeti52/training-development-157749081 https://studylib.net/doc/9858618/ensuring-employee-readiness-for-training https://www.go2itech.org/wp-content/uploads/2017/07/Evaluation-Design-and-Methods.pdf

12. Thank you