Designing Training Program

Attendance Check
TRUE OR FALSE
Competency-Based Training
It is a training delivery
approach that focuses on the
competency development of
the learner as a result of the
training
training
Current Competencies
are the skills and knowledge
of your new trainees obtained
through formal training, work
experience or life experience.
ADDIE MODEL MEANS
A - analysis
D - design
D - descriptive
I - integration
E - evaluation
ADDIE MODEL MEANS
A - analysis
D - design
D - development
I - implementation
E - evaluation
Training Process
Training Evaluation
Training Delivery
Training Plan
Training Design
Training Needs
The Training Process
Training Regulations
It is the documents that serves as a
basis in the formulation of competency
assessments and the development of
curriculum and instructional materials
for competency-based technical
education and skills development.
Designing Engaging Training
Programs
Learning Objectives
•Explain the CBT as a program designed
for adult learners.
•Identify the role of current competencies
in designing a training program.
•Demonstrate understanding on Training
Design.
training
Emphasizes most on what the
learner can actually do and
focuses on outcomes rather
than the learning process
within the specified time.
Two key terms used in CBT
Skill – a task or group of tasks
performed to a specific level of
competency or proficiency which
often use motor functions and
typically require the manipulation
of instruments and equipment.
Two key terms used in CBT
Competency – A skill
performed to a specific
standard under specific
condition.
Competency
It involves applying knowledge, skills and attitudes to
perform work activities to the standard expected in the
workplace. Competencies are gained through:
• life experiences
• formal education
• apprenticeship
• on-the-job experience
• self-help programs
• training and development programs
Dimension of Competency
TASK
MANAGEMENT
TASK
MANAGEMENT
BEING ABLE TO DO THE JOB

TASK
MANAGEMENT
KNOWING HOW AND WHY

THINGS ARE DONE
KNOWING WHAT TO DO IF
TASK
MANAGEMENT
THINGS GO WRONG
KNOWING THE RIGHT
TASK
APPROACH TO DO A JOB
MANAGEMENT
PROPERLY AND SAFELY

Competency Standard
It is a written specification of the
knowledge, skills and attitudes and
values required for the performance
of a job, occupation or trade and the
corresponding standard of
performance required in a workplace.
Characteristics of Learners
One of the most important data that
you must have when planning training
sessions is the characteristics of your
trainees. The design of training and
instructional materials should therefore
suit characteristics of each trainee.
Characteristics of Learners
One important part of planning a training session is to
analyze trainees so that the training suits their:
a. Ability level
b. Learning styles and preferences
c. Motivations
d. Interests because they are the bases in choosing
the methodologies to be used by the trainer.
Trainees’ Current
Competencies
Trainee’s Training Needs
is another important data that
you need to collect as a trainer so
that you will be able to identify
the skills and competencies
needed by individual trainees.
How can the Current
Competencies be Determined?
Current Competencies can be
determined by using the following:
1. Self-Assessment Checklist
2. Proof of Competencies
3. Pre-Assessment Result
Why it is necessary to determine
the current competencies?
1. To identify the competencies to be covered
in the training plan
2. To assess the trainee’s current competency in
comparison to the stated standards of
competence required.
3. To identify which relevant skills the trainee
possesses and does not possess, so that the
training program can be tailored accordingly.
Assessment Methodologies
1. Observation Checklist
2. Practical Demonstration
3. Project
4. 360 Feedback
5. Case Study
6. Oral Presentation
7. Journal
8. Problem Solving
9. Project
10. Video or Audio Tapes
11. Certificate of Award or Employment
Current Competencies are determined by
using the following forms:
1. Self-Assessment Check (Form 1.1)
2. Validation of Competency evidences (Form 1.2)
3. Summary of Current competencies versus
required competencies (Form 1.3)
4. Training Needs (Form 1.4)
Identifying Training Gaps
From the accomplished Self-
Assessment Check (Form 1.1) and the
evidences of current competencies
(Form 1.2), the Trainer will be able to
identify what the training needs of the
prospective trainee are.
In planning for CBT, the following should
be determined by the trainer;
1. The competencies as required by
the competency standard.
2. Trainee’s characteristics
3. Trainees current competencies
4. Trainee’s Training Needs
To determine learner’s training needs the
trainer need to do the following;
1. Analyze the competency standard
2. Prepare the TNA forms
3. Prepare the Pre-Test
4. Prepare the Institutional
Competency Evaluation
Training Design
Training
It is a set of a systematic
processes designed to meet
learning objectives related to
trainees’ current and future
jobs.
The Training Process
Training Design
It is systematic process that is
employed to develop
education and training
programs in a consistent and
reliable fashion.
Instructional Design (ISD)
It is the practice of creating
instructional experiences which
make the acquisition of
knowledge and skill more
efficient, effective and appealing.
Instructional Design (ISD)
Ideally the process is informed by
pedagogically (process of teaching)
and andragogically (adult learning)
tested theories of learning and may
take place in student-only, teacher-
led or community-based settings.
Analysis
Analyze learner characteristics,
task to be learned.
-Identify Instructional Goals
-Conduct Instructional Analysis
-Analyze Learners and Contexts
Design
Develop learning objectives,
choose an instructional approach
-Write Performance Objectives
-Develop Assessment Instruments
-Develop Instructional Strategy
9 Events of Instruction (Robert Gagne)
1. Gain Attention
2. Inform Learners of Objectives
3. Stimulate Recall of Prior Knowledge
4. Present the material
5. Provide guidance for learning
6. Elicit performance
7. Provide feedback
8. Assess performance
9. Enhance retention and transfer
Gain Attention
- Orient and motivate the learner
Inform Learners of Objectives

- To guide learners and to assist
them to organize their thoughts
around what they are about to
learn.
Stimulate Recall of Prior Knowledge

- Adults learn by establishing
relationship with what they know
and a new knowledge or skill.
Present the Material

- In a way that appeals to the
different learning preferences
and is easy to digest.
Provide Guidance for Learning

- Provide opportunities to
integrate new information into
their existing knowledge base.
Elicit Performance
- By providing safe opportunities
to practice.
Provide Feedback
- To reinforce or correct learning.
Assess Performance
- Learners should be given the
opportunity for assessment to
gain recognition of their success
in learning
Enhance Retention and Transfer

- Encourage learner to plan the
application of what they have
learnt.
Development
Create instructional or training
materials
-Design and Selection of appropriate
materials for learning activity
-Design and conduct formative
evaluation
Implementation
Deliver or distribute the

instructional materials
Evaluation
Make sure the materials
achieved the desired goals
-Design and Conduct Summative
Evaluation

Designing Training Program

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Designing Training Program

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Attendance Check

BEING ABLE TO DO THE JOB

KNOWING HOW AND WHY

PROPERLY AND SAFELY

Inform Learners of Objectives

Stimulate Recall of Prior Knowledge

Present the Material

Provide Guidance for Learning

Enhance Retention and Transfer

Deliver or distribute the

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