1. TRAINING DESIGN

2. Principles of Training Design
 Structure
 Openness and Flexibility
 Relevance
 Compatibility
 In-Process Evaluation and Feedback
 Transferability
 Cost-Effectiveness

3. Definition
 Training is a planned and systematic
effort to modify or develop knowledge,
skills, and attitudes to achieve effective
performance in an activity or range
of activities.
 Its purpose, in the work situation, is to
enable an individual to acquire abilities
(competencies), in order that he or she
can perform adequately a given task or job.

4. Goals & Objectives
 To bridge performance gap
 To receive proper results of training
plan
 To know required skills in the
Facilitator
 To know effectiveness of training
 To exhibit required skills in delegation

5. Need for Training Design
Training institution Trainee
• Blueprint • Cost efficiency
• Focus • Proactive learning
• Management
• Order

6. Outline of a Training Design
 Title
 Rationale of the Training
 Objectives of the Training
 Course Outline
 Learning Methodology
 Time Frames
 Dates and Venue
 Evaluation Method
 Resource Speakers/Persons
 Training Cost

7. Methods of Training
• •
FACILITATOR
LECTURER
Leader-centered Participant-centered
• Presentation-driven • Experience-driven
• Content-heavy • Application-heavy
• “Sage in Stage” • “Guide on the Side”
• “Tell everything you can • “Never do for learners
in time allotted” what they can do for
themselves”

8. Advantages of Training Design
 It provides direction to the trainees or
participants
 It gives more information concerning the
training program
 It keeps the trainer focused (especially on
the things that the trainees “must know”)
 Increased Employee
Motivation, Satisfaction, and Morale
 Increased Efficiency
 Reduction in Employee Turnover
 Increased Innovation in Strategies and
Products
 Risk Management

9. Evaluation
Some Issues To Address Through Evaluation:
 Did the participant acquire the knowledge and skills
that the training was suppose to provide?
 Were the trainers knowledgeable about training
content?
 Were the activities interesting and effective?
 Was the training format appropriate?
 Is more training on this or related topic needed to
support the participants in their work?

10. Training Cycle
Evaluation of Training Needs
Program Analysis
Conduct of Design of
Program Program