Training Program Design

In Designing Effective Training Programs considerations factors

    (a) Training Room

• Noise

• Colors

Neither under/nor Over Stimulating

• Room Structure

Appropriate Shape----Square

• Lighting

• Wall & Floor Covering

Walls-------Only Meeting-related Materials

 Carpet with Solid Colors

• Meeting Room Chairs

 Revolving with back support

• Glare

Eliminate from----- Metal Surface/TV Monitor/Mirrors

• Ceiling

Preferable- Ten Foot High

Sufficient Space

Acoustic

    (b) Effective Training Site and Instruction

       (i) Creating a Learning Setting

•       Do they need----------

See detailed visuals

Breakout rooms

•       Avoid a large room --------- a small number of trainees

•       Do

       (ii) Preparation

•        The content

•        Mental & physical rehearsals

•        Observe master trainers

•        Design the training -----------------from the audience’s perspective

•        Know how to use-------------Multimedia, OHP

•        Arrive at least 15 minutes before

•        Greet the trainees

       iii) Classroom Management

•       Monitor the room

•       Give trainees breaks

       (iv) Engaging Trainees 

       (v) Managing Group Dynamics

      (c) Program Design

•       Training Program requires-

Meaningful Material

Clear Objectives

Opportunities for Practice & Feedback

•       Training Program may include-

One/Several Courses

Each course may contain-

One/several lessons

•       Effective Program Design comprises:

      (i) Course Parameters- General Information about the Training Program

        
             Include-

•   The Course Title

•   Description of the Audience

•   Purpose

•   Goals

       (i) Course Parameters

•   Location

•   Time

•   Prerequisite

•   Name of the Trainer

       (ii) Lesson Plan Overview

•   Matches-

                  Major Activities of the Training Program & Specific Times/Intervals  

(iii) The Detailed Lesson Plan

•  Can be designed for a program

•   Lasting

a day/ week / several hours

For more than one day- a separate lesson plans for each day.

Special Issues Related With Training & Employee Development:

1)      Potential Legal issues that relate to training:

       Includes-

• Failing to give required training.
• During a training activity incurring employee injury.
• Incurring injuries to employees or others outside the training session.   
• Reproducing & using copyrighted materials in training classes without permission.
• Excluding women, minorities & older employees from training programs.
• Not ensuring equal treatment to all employees while in training.
• Need employees to attend training programs that might be offensive.
• During a training session exposing discriminatory information.
• With disabilities not accommodating trainees.

2)      Managing Wok force Diversity:

•  Managing diversity means generate an environment that permits all employees regardless of their-race, age, physical condition, gender, family status, religious orientation or cultural background to contribute to organizational goals and experience personal growth.

• Diversity can be managed through obedience towards law &/ diversity training programs (to change employee attitudes about diversity & / to help employees develop skills needed to work with a diverse work force).

3)      Melting the Glass Ceiling:

•  Glass Ceiling– is an obstacle to advancement to the high levels of the organization.

• Obstacle may be due to immutable, or company systems that unfavorably affect the development of women or minorities.

•  The glass ceiling is expected caused by require of access to training programs, to appropriate developmental job experiences and to developmental relationship.  

4)      Succession Planning:  

• Refers to the process of identifying  & developing the future leadership of the company

• Includes the following steps— 

1.  Identify what positions are included in the plan;
2.  Identify the employees who are included in the plan;
3.  Develop standards to evaluate positions;  
4.  Determine how employee potential will be measured;
5.   Assess the performance ;
6.  Link the succession planning system with other human resource systems (such as , compensation, training & development etc) 
7.  Determine what feedback is provided to employees.

5)      Developing Managers with Dysfunctional Behaviors:

• Many studies have recognized managerial behaviors that can cause an otherwise competent manager to be an ineffective manager.  

• Includes: lack of empathy, inability to be a team player, poor conflict –management skills, inability to change.

• A combination of assessment, training & counseling is used to help managers change dysfunctional behavior. 

6)      Training & pay systems :

• In skill based pay systems companies pay is primarily based on the knowledge & skills they possess rather than the knowledge or skills necessary to successfully perform the current job. The basic idea of training  & pay systems is to motivate employees to learn-pay is based on the skills that employees possess.