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Training Program Design

Creating a Learning Environment
To facilitate the learning both the employees and
supervisor
thought

should
that

have
learning

an

openness
is

developmental, life long process
...

• Training becomes efective only if the skills
and knowledge acquired through training
can be transfered to work environment

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Theories of transfer of training
Identical Elements Theory: Transfer of learning occurs
when what is being learned in training is identical to what is
to be done on the job
Stimulus

Generalization

Theory:

General

principles of

training are emphasized
Cognitive

Theory

of

Transfer:

Likelyhood

of transfer

depends on the ability of trainee to link learned theories to
work situations

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Types of Transfer
• Positive Transfer: Occurs when learning in one context
improves performance in other context
• Negative Transfer: Occurs when learning in one context
negatievely influences learning in the new context
• Near Transfer: When the transfer is between similar
contexts
• Far Transfer: Transfer between varied context

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Conditions for transfer of learning
• Similarity between situations
• Meaningfulness/relevance of learning
• Length of time spent
• Variety of opportunities to apply
• Focus on principles rather than tasks
• Encourage self learning

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Facilitation of Transfer with Focus on
Trainees
• Focusing on KSAs
• Motivating
various

the

means

goal setting etc
...

• Peer support: Support from colleagues
• Plays an important role in facilitating transfer
• Supervisor

support:

Support

provided by

supervisor is very important in facilitating transfer
• The more the encouragement you receive from
supervisors, the more the probability of transfer

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Facilitation of learning through
organizational interventions cont
...

• Lecture classes
• Audio visual techniques

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Hands on Methods
Methods that require trainees to be actively
involved in the training program
It includes on the job teraining, simulation,
case studies, role plays, business games,
behaviour modelling

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Group Building Methods
Methods that are aimed at improving
group dynamics
...

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Training Evaluation
Training evaluation is the process of
determining

the

training program

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effectiveness of

Why training evaluation is required
• To identify the strengths and weaknesses of the
training programs
• To determine whether the content, organization
and administration of the program contribute to
learning and its use in the work situation
• To design future training programs
• To make a cost benifit analysis

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Types of Evaluation
• Formative Evaluation: Evaluation that takes
place during the design phase
• Opinionis collected regading the appropriateness
of the training objectives and content as well as
program design
• Based on the feedback, program content, method
etc
...
of participants
• Importance
• Cost
• Organization culture
• Expertise

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Determining ROI of Training
ROI is a very important measure in
determining training effectiveness
Company

determine

the

ROI by

undertaking a cost benifit analysis

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Steps in determining ROI
• Identify the outcomes
• Eliminate the effects of other variables
• Determine the monetory value of outcomes
• Calculate the total cost of training
• Calculate the savings by deducting cost from
benifits
• Calculate ROI by dividing Benifits by cost
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Practical Considerations in Determing
ROI
ROI analysis is not appropriate for all trainings
To conduct ROI analysis
• Training programs should have clear outcomes
• Outcomes should be quantifiable
• Outcomes should be capable of being linked to
training programs

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Jack J Philips Training Evaluation Model
• Level

1:

Reaction,

Satisfaction and

Planned Action
• Level 2: Learning
• Level 3: Application and Implementation
• Level 4:Business Impact
• Level 5: Return on investment
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COMA Model
• Level 1: Cognitive Variable: Level of learning that a trainee
has gained through training
• Level 2: Organizational Environment: Work environment
related variables that impacts transfer of learning
• Level 3: Motivation to Transfer: Trainee's desire to transfer
the learning to job situation
• Level 4: Attitude: Trainee's attitude and perception about
self and the environment

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Context Input Process Product (CIPP)
Model by Worthen & Sanders
• Level 1: Context: Obtaining information about the
situation to decide the objectives
• Level 2: Input: Determining the training strategies
that can achieve desired outcomes
• Level 3: Process: Assessing the implementation of
the strategies
• Level 4: Determing the results of the intervention

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Input Process Output Outcome (IPO)
Model by Bushnell
• Level

1:Input:

trainees

Evaluation

qualification,

of

background

appropriate

aspects like

training methods,

availability of materials etc
...
resulted from training
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Training Aids
Anything that supports the conduct of
training
Use of training aids helps to enhance
enhance the quality and pace of
learning
The trainer should select appropriate
training aids based on the context

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Training aids cont
...

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