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Training Design Process

The document discusses the training design process known as the ADDIE model, which includes five phases - analysis, design, development, implementation, and evaluation - to systematically develop training programs. It also covers needs assessment, which involves analyzing the organization, tasks, and individuals to determine if training is necessary and what specific skills need to be taught. The goal of training design and needs assessment is to ensure training addresses real performance gaps and leads to measurable learning outcomes.

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653 views12 pages

Training Design Process

The document discusses the training design process known as the ADDIE model, which includes five phases - analysis, design, development, implementation, and evaluation - to systematically develop training programs. It also covers needs assessment, which involves analyzing the organization, tasks, and individuals to determine if training is necessary and what specific skills need to be taught. The goal of training design and needs assessment is to ensure training addresses real performance gaps and leads to measurable learning outcomes.

Uploaded by

spandan_mohanty
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Training Design

Process
ADDIE model
Training Design Process
 Training design process refers to a systematic
approach for developing training program
 It is also referred to as the ADDIE model:
 Analysis
 Design
 Development
 Implementation
 Evaluation
ADDIE Model
 Analysis
 identifythe performance problem, the goals and
objectives, the audience’s needs, existing knowledge,
and any other relevant characteristics 
 Design
 specifying learning objectives.  Detailed prototypes
are often made and content is determined here.
ADDIE Model
 Development
 The actual creation (production) of the content and
learning materials based on the Design phase.
 Implementation
 The plan is put into action and a procedure for
training the learner and teacher is developed. 
Materials are delivered or distributed to the student
group.
 Evaluation
 Checking whether performance problems are
solved.
 Making improvements in the content and inputs
Training Design Process
Ensuring Employees’
Conducting Needs Readiness for Training Creating a Learning
Assessment Environment
-Attitudes and motivation
-Learning objectives
Organisational Analysis -Basic Skills
-Meaningful material
Person Analysis
-Practice
Task Analysis
-Feedback
-Community of learning
-Program Administration
Developing an Evaluation Ensuring Transfer of Training
Plan -Self management
-Identifying Learning -Peer and manager support
outcomes
-Choose evaluation design
-Plan cost-benefit analysis

Monitor and Evaluate the


Program
Select Training Method
-Conduct evaluation
-Traditional
-Make changes to improve
-E-learning the program
Assumptions of Training Design
Approaches
 Training design is effective only if it helps
employees reach instructional or training goals
and objectives.
 Measurable learning objectives should be
identified before training.
 Evaluation plays an important part in planning
and choosing a training method, monitoring the
training program, and suggesting changes to the
training design process.
Needs Assessment

Why, Who, Method and


Process of Need Assessment
Need Assessment – What?
 Refers to the process used to determine if
training is necessary
 It typically involves
 Organizationalanalysis
 Person Analysis
 Task Analysis
Need Assessment - Why?
 If Need assessment is not conducted, then its
problems are:
 Training is incorrectly used as a solution for an non-
existing problem
 Training program contents and objectives are wrong
 Trainees may be sent to wrong training programs
(Absence of basic skills)
 Wastage of money because training is not related to
business strategy
The Needs Assessment Process
Outcomes
Reasons or “Pressure Points
What is the Context? •What Trainees Need to
Learn
•Lack of Basic Skills
Organization •Who Receives Training
•Poor Performance Analysis
•Type of Training
•New Technology Task In What Do
Analysis They Need •Frequency of Training
•Customer Requests Training?
Person •Buy Versus Build
•New Products Analysis Training Decision
•Higher Performance •Training Versus Other
Standards Who Needs the HR Options Such as
•New Jobs Training? Selection or Job
Redesign
Needs assessment involves:
 Organizational Analysis – involves determining:
 the appropriateness of training, given the business
strategy
 resources available for training
 support by managers and peers for training
 Task Analysis – involves:
 identifying
the important tasks and knowledge, skill,
and behaviors that need to be emphasized in training
for employees to complete their tasks
Needs assessment involves:
(continued)
 Person Analysis – involves:
 determining whether performance deficiencies
result from a lack of knowledge, skill, or ability (a
training issue) or from a motivational or work
design problem
 identifying who needs training
 determining employees’ readiness for training

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