Dear FRNDS... Would any body help me with the end-to-end Trainig Process..pls Regards Daniel
From India, Mangaluru
21From India, Mangaluru
Hello Daniel,
Basically, the process as we use it is in five stages, as follows:
1. Analyze
Clarify organizational and training program objectives.
Agree the scope of the training program.
Articulate training administration requirements.
Determine strategies for transferring learned skills to the workplace.
Detail project risks, opportunities and assumptions.
Investigate constraints in implementing the program, including technological, budget, timing and duration.
List training vendor/trainer selection criteria.
Determine the target participants, program entry requirements, participant characteristics and special needs.
Determine extent of training participant knowledge/skill assessment required.
Determine the tasks currently performed by target participants and level of performance required following the training.
Estimate program design, development, implementation and evaluation costs, effort required and schedule.
2. Design
Translate the program objectives into terminal and enabling learning objectives.
Quantify program development, implementation and evaluation costs and effort required.
Determine program structure and sequence.
Determine program duration and pace.
Decide program format and mode of delivery.
Specify type of participant assessments and assessment conditions.
Determine program evaluation methodology, data collection methods, timing and reporting formats.
Articulate transfer of learning methods and workplace support.
Define implementation and training administration requirements.
3. Develop
Develop communication packs for program stakeholders.
Develop session plans, trainer guides, learner guides and trainer and participant resources.
Develop trainer and on-the-job aids.
Develop coaching/mentoring guides and resources.
Develop technology infrastructure and software.
Develop participant assessments.
Develop project and program evaluation instruments.
Conduct pilot program to test that program meets client requirements.
Review implementation and evaluation costs, effort required and schedule.
4. Implement
Rollout program communications to stakeholders.
Produce program materials and aids.
Install technology infrastructure and services.
Set up administrative databases and systems.
Install on-the-job aids.
Prepare coaches/mentors.
Book venue, accommodation and travel arrangements.
Set up venue and accommodation.
Schedule participants.
Conduct training sessions.
Implement training transfer strategies.
Conduct participant assessments.
Collect participant feedback.
5. Evaluate
Collect training program evaluation data.
Collect project evaluation data.
Review training program performance (number of employees trained, percent participants passed, participant satisfaction).
Review project performance (cost, schedule, scope, stakeholder satisfaction, project team satisfaction).
Report program and project performance results.
You can find more info on training process steps at http://www.businessperform.com/html/addie_model.html
You can also get some practical tools for managing training on our website.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Basically, the process as we use it is in five stages, as follows:
1. Analyze
Clarify organizational and training program objectives.
Agree the scope of the training program.
Articulate training administration requirements.
Determine strategies for transferring learned skills to the workplace.
Detail project risks, opportunities and assumptions.
Investigate constraints in implementing the program, including technological, budget, timing and duration.
List training vendor/trainer selection criteria.
Determine the target participants, program entry requirements, participant characteristics and special needs.
Determine extent of training participant knowledge/skill assessment required.
Determine the tasks currently performed by target participants and level of performance required following the training.
Estimate program design, development, implementation and evaluation costs, effort required and schedule.
2. Design
Translate the program objectives into terminal and enabling learning objectives.
Quantify program development, implementation and evaluation costs and effort required.
Determine program structure and sequence.
Determine program duration and pace.
Decide program format and mode of delivery.
Specify type of participant assessments and assessment conditions.
Determine program evaluation methodology, data collection methods, timing and reporting formats.
Articulate transfer of learning methods and workplace support.
Define implementation and training administration requirements.
3. Develop
Develop communication packs for program stakeholders.
Develop session plans, trainer guides, learner guides and trainer and participant resources.
Develop trainer and on-the-job aids.
Develop coaching/mentoring guides and resources.
Develop technology infrastructure and software.
Develop participant assessments.
Develop project and program evaluation instruments.
Conduct pilot program to test that program meets client requirements.
Review implementation and evaluation costs, effort required and schedule.
4. Implement
Rollout program communications to stakeholders.
Produce program materials and aids.
Install technology infrastructure and services.
Set up administrative databases and systems.
Install on-the-job aids.
Prepare coaches/mentors.
Book venue, accommodation and travel arrangements.
Set up venue and accommodation.
Schedule participants.
Conduct training sessions.
Implement training transfer strategies.
Conduct participant assessments.
Collect participant feedback.
5. Evaluate
Collect training program evaluation data.
Collect project evaluation data.
Review training program performance (number of employees trained, percent participants passed, participant satisfaction).
Review project performance (cost, schedule, scope, stakeholder satisfaction, project team satisfaction).
Report program and project performance results.
You can find more info on training process steps at http://www.businessperform.com/html/addie_model.html
You can also get some practical tools for managing training on our website.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Training process diagram.pdf
STEP BY STEP PROCESS OF TRAINING.ppt