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Assignment 1-Training & Development

The document discusses the process for designing effective employee training programs. It outlines the 5 phases of the ADDIE model: analysis, design, development, implementation, and evaluation. For a training program on customer relations, the key steps would be: 1) Identifying training needs through assessments of employee skills and organizational goals. 2) Setting goals to close skills gaps and prioritize business objectives. 3) Creating a training action plan covering content, delivery methods, and learning theories. 4) Implementing the program and tracking participant progress. 5) Evaluating the program's effectiveness and revising based on feedback.

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Nadira Khan
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142 views

Assignment 1-Training & Development

The document discusses the process for designing effective employee training programs. It outlines the 5 phases of the ADDIE model: analysis, design, development, implementation, and evaluation. For a training program on customer relations, the key steps would be: 1) Identifying training needs through assessments of employee skills and organizational goals. 2) Setting goals to close skills gaps and prioritize business objectives. 3) Creating a training action plan covering content, delivery methods, and learning theories. 4) Implementing the program and tracking participant progress. 5) Evaluating the program's effectiveness and revising based on feedback.

Uploaded by

Nadira Khan
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Training & Development Submitted by: Nadira Khan

12/01/2022 IMB2020034

Discuss about various steps involved in the training design process. How would you design a
training for employees involved in customer relations and need to maintain customers’ related
information?

Training Design Process


Vision, calculation, analysis, and technical knowledge of operations are all required while
designing a training process. We must be aware of the stages in which the following data is
critical:
● Data on the age and qualifications of employees
● The company's actual and desired productivity
● The company's total skill set
● The company's required skill set

These details are crucial when it comes to organizing any type of training. They are,
nevertheless, the beginning point for any training process, providing the foundation for actual
training and the trainer's approaches. The ADDIE Model, which is divided into five parts, can be
used to reach the genuine solution for effective training design. It is a result-oriented training
instructional system design (ISD) methodology that training developers frequently employ.

Steps to Creating Effective Training Programs : The five phases are Analysis, Design,
Development, and Implementation, and they are all linked to the last phase, Evaluation. It has
both positive commercial consequences and contributes to the push for a holistic Experience
Management strategy.
1. Identify and assess training needs: Identifying and assessing training needs is the first
stage in establishing a training programme. Employee training requirements may already
be specified in the company's strategic, human resource, or individual development plans.
If you're creating a training programme from the ground up (with no predetermined goals
in mind), you'll need to decide which areas to concentrate on.

2. Set organizational training goals: The training needs assessment (organizational, task,
and individual) approach will reveal any gaps in your present training activities and
employee skill sets. These holes should be identified, prioritized, and translated into
training goals for the organization. The ultimate goal is to close the gap between present
and intended performance/knowledge by creating a training programme that prioritizes
business objectives. At the employee level, training should be tailored to the identified
areas for development. This can be determined in detail through 360-degree feedback and
reviews.

3. Create training action plan: Create a thorough training action plan that covers learning
theories, instructional design, content, resources, and other training elements as the next
stage. It's also a good idea to include information about resources and training delivery
techniques. The degree of training and the learning styles of the participants must both be
addressed while constructing the programme. Many companies run pilots of their
initiatives and obtain feedback before rolling out the programme to the entire company.

4. Implement training initiatives: The training programme is brought to life during the
implementation phase. Organizations must select whether training will be conducted
in-house or through a third-party provider. Employee engagement and learning KPI goals
should be considered during programme execution, as well as meticulous preparation of
training activities and any relevant resources (facilities, equipment, create questionnaire
process etc.). After that, the training programme is formally launched, marketed, and
implemented. Participants' progress should be tracked during training to ensure that the
programme is effective.

5. Evaluate and revise training: As noted in the previous section, the training programme
should be monitored on a regular basis. Finally, the complete programme should be
assessed to see if it was successful and satisfied the training goals. All stakeholders
should provide feedback to determine the effectiveness of the programme and instructors,
as well as knowledge or skill acquisition. By combining this input with an employee
performance assessment, the company will be able to identify any programme flaws and
develop a more solid Employee Experience Management (EXM) plan. If targets or
expectations are not being fulfilled, the training programme or action plan might be
amended or re-evaluated at this time.

When a training approach is based on recent feedback and employee experiences that indicate
team needs – as well as when it is focused on connecting with overarching corporate goals – it is
effective.

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