Training in Training Design Instructional Design more information: information@itd.management www.itd.management

1. Training Design
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Training

2. Training
Manuals
It is either a HR, L&D or T&D
activity depending on the
organization.
Pause the video to write how
you would describe the
contents of a great training
manual…
• Identified training objectives and
critical tasks covered.
• Training Plan
• Up to date content.
• Aligned to organizational strategy.
• Use the resources effectively and
efficiently using VAK principle.
• Activities aligned to real workplace
scenarios.
• Assessments for all required
competencies.
• Trainer’s Guide.

3. The Steps
• Choose a strategy or a combination of
strategies.
• Break the general training objectives into
constituent pasts.
• Use the specifications of different
training methods.
• Decide on different AQTF packages in
which the program could be offered for
certification.
• Work detailed training events into
sequences and finally into the shape of
the total program package.
Pause the video to
write some of the
steps you would
take to design your
training program…

4. Modules
A Training need become more clearly
defined by means of job and task
analysis, more specific training can be
provided.
A learning module can be designed for
specific tasks or outcomes.
A Training Needs
Analysis and a Business
Performance Needs
Analysis are essential.

5. Training
Sessions
There is an underlying need to design
individual detailed training sessions.
Sessions need to be designed to make
optimum use of time and opportunities
available.
These sessions are short in duration,
single location and achieve a limited
objective.
Short specific sessions
with post training
support (coaching and
mentoring) are very
effective.

6. Planning a
Session Planning a training session involves:
1. Establishing learning objectives based
upon identified training needs.
2. Identifying the components you want to
cover in the session.
3. Assembling specific methods and
activities in a coherent design that might
be compared to a movie script or story
line.
Each session will be part
of the overall strategic
Training Plan.
Some sessions will be
prioritized to align with
organizational strategies.

7. Learning
Objectives Learning objectives are statements of
what we want a learner to know, feel or be
able to do at the end of training.
Trainers and Instructional Designers will
understand the basic principles of adult
learning and be able to apply them by
developing training strategies appropriate
to different learners.
Each learning objective
will have a series of
components and
assessments.

8. The
Process
1. Awareness of need
2. Consult with Client
3. Specify Symptoms
4. Analyze Training Needs
5. Defining existing Capabilities of Proposed
Audience and Define Selection.
6. Select Program objectives and define
Specific Learning Objectives( Knowledge,
Skills and Abilities)
7. Build Curriculum (Content and Sequence)
8. Select Methods and Materials
Cont.
When designing
training materials,
an Instructional
Designer needs to
be aware of the
entire process they
are a part of.

9. The
Process
The remaining
parts…
Sometimes the
process is quicker,
depending on the
training to be
delivered.
8. Other Instructional Resources (physical,
budget, personnel, time)
9. Conduct training( validate first)
10. Decide the Evaluation Methods.
11. Produce the Evaluation Instruments.
12. Discuss with the Involve the Line Manager.
13. Make Environmental Preparations
14. Line Manager’s Briefing.
15. Pre-Test the trainees.
16. End of course Validation and Action Planning
17. Line Manager’s De-Briefing
18. Review of Validated Training
19. Medium and Longer-term Evaluation.

10. Design
Factors
The main steps
when writing a
training manual…
1. Identifying training needs
2. Determining the objectives
3. Determining the contents
4. Deciding on the appropriate modes of
training
5. Suggesting appropriate methods
6. Preparing training material
7. Deciding upon evaluation procedure

11. Training
Needs
The designer of the
course seeks
information about
the knowledge,
skills, and abilities
required by a
particular category
of employees.
Identifying Training Needs for Course
• New recruits may not possess the specific
knowledge or skill required.
• When employees are transferred from one
department to another.
• When employees are promoted.
• When there is a change in the policy of the
organization.
• When the organization undertakes new
functions with change in their goals.
• It is necessary sometimes as a “refresher
course” to update knowledge and skill.

12. Headings
The headings used
to introduce a
Training session.
• Revision / Review
• Topic
• Confirm Trainee’s level of knowledge or skill
• Context, logical sequence
• Training Objectives
• Training Plan
• Ground Rules
• Jargon and Technical language
• Modules and competencies.
• Asking Questions
• Use of visual aids
• Activities, role plays, projects
• Slide references
• Icons meanings

13. Thank you
We hope you enjoyed this short
presentation on Training Design.
Your feedback would be
appreciated.
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For more information:
information@itd.management