Nine Steps of the Training Process
Training and Development process, management and execution can be difficult. As the process have a lot of loose ends and steps to involve and achieve better desired results.
- Training Needs Assessment
- Training Plan Preparation
- Specifying the learning Objectives
- Training program(s) design
- Choosing Instructional Methods
- Training plan execution and completion
- Training program implementation
- Training evaluation
- Future training plan and strategy
Training needs Analysis
Conducting training needs assessment/ analysis can sometimes cause headache, as so many departments are involved hundreds of staff members having zig-zag competencies and resultant training needs to achieve.
TNA can be done by any one of the following approaches: –
- External – External approach is normally done with company, guests or society
- Internal – For internal TNA staff survey method is applied
Training Plan Preparation
Preparing training plan goes with company’s’ objectives towards training and development as to training plan is short term (1 year or less than one year) or medium term (3-5 years) long term (5-10 years).
- Results to achieve: Important thing to consider while deciding on results to achieve in the given time period (short term, medium term or long term)?
- Another way to prepare training plan is to conduct complete calendar by adding all the training activities
- Weakness and strengths assessment of the delegates enables personalized training identification. This helps getting better results with training plan prepared by keeping the strengths and weaknesses upfront.
- The best way to address the weaknesses and strength of the trainees is to design tailor-made training programs
Specifying the Learning Objectives
Specific and Measurable: The Learning Objectives should be specific and measurable because it makes difficult to measure the course effectiveness after the course is completed.
- End Results/ Achievements: What is the level of accomplishment for the trainees after the course is finished?
- Measuring Accomplishment: What is possible accomplishment level and to measure it according to industry or organizational standards?
- Is there any need of developing attitudes, skill level, knowledge-base or combination of these 3?
Designing the Training Program(s)
- Duration of the Program
- Structure of the course
- Methods of Instruction
- How qualified and experienced the trainers are
- Traits and Nature of delegates
- Support resources – course materials, multimedia, classroom, audio-visual aids
- Location Training & environment
- Assessment of the participant’s learning experience and achievement
- Program evaluation
Selection of Teaching Methods (Most important step)
- Delegates learn while they’re working, learn and implement aproach
- In-house (customized and focused), training
- Open Workshops: Attending External Programs (outdoors)
- Distance learning
- E-learning / Computer learning/ LMS
- Video training – interactive
- Online Learning via Video conferencing. The trainer being on other location and delivering lecture/ training online.
Training plan execution and completion
Target group – assessing the audience
Training Topic – technical, soft skills or attitude element
Method – To be delivered as lecture or will involve simulation exercises / board games.
Time – The length of the training along with well synced breaks
Location – Considering the location – in office – or away
Training Program Implementation
Besides trainers qualifications and experience:
- Participant selection
- Group comfort – physical & psychological
- Trainer enthusiasm & skills
- Effective communication
- Feedback mechanism
- The need to learn new training skills
- Preparation by Trainers
There are 3 Levels of Evaluation
Immediate Feedback from the Delegates
- A survey/ feedback/ evaluation should be taken right after the training
- The best way to make sure Post training assessment is to apply the learned skills at the workplace to see the effectiveness
- Post training appraisals should be carried out by the immediate Line-Managers(s) of trainees
Future training plan and strategy
Last but important step in an effective training process, causing a chain reaction to the whole process.
- After the training is completed the trainer himself should take evaluations comments, feedback, suggestions and make amendments to improve accordingly for future training