Training design

Why even design the training?

In a perfect world, we won’t have to spend time designing the training if it wasn’t for the organizational constraints. So, we could move ahead with training once the need for training and what training to be provided has been figured out. But in reality, the organization's constraints don't allow it. Sometimes, the budget and other times, the timing for the training may act as an organizational constraint. Similarly, differences in the level of KSAs among the managers can also be an organizational constraint. That’s where the training design comes in place to address these constraints.

The main purpose of a training is to facilitate the learning and transfer of required KSAs and the focus of the training design remains the same. And that's why training desing is crucial.

Facilitation of Learning

The main purpose of training is to facilitate learning. And if learning doesn't occur after the training, the training will be simply considered as waste of time and resources. So, to make sure learning occurs by the training, you should consider the trainee who is to be trained and their characteristics. Similarly, several design theories needs to be incorporated to facilitate learnings better.

Focus on trainee

Not all trainees are same, they differ in different ways. And if the training is not designed considering that differences, learnings will not occur in an effective way. For example, let's assume a training for advanced level python programming is to be provided, but many trainees for this training don't even have the basic python skills. In such situations, learnings for advanced level will not occur for those who don't even know the basic python programming. So, such differences needs to be considered. Following are the factors, a training designer should consider while designing the training.

KSAs level of trainees
Increased diversity
Difference in learning styles
Motivation of trainees

Focus on design theory

An effective training catches the attention of participants, makes participant aware about why the training is essential by letting them know the objectives of training. makes the trainees involved, and most importantly makes sure the learning has occurred. Incorporating design theories ensures all these things and makes a training effective. Following three theories needs to be incorporated.

Social learning theory
Gagne-Briggs theory
Experiential learning theory

Secrets to transfer of training

Learning alone is not enough to ensure the success of training, transfer is equally important. After all, what's the use of training if trainees don't get to apply the acquired KSAs in the work place and organizations doesn't see any benefit for the same? So, transfer is equally important. Now, how to ensure the transfer of training then?

Focus on training

The best way to ensure the transfer is to make sure that learning occurs in such a way that trainees retain what they have learned. In other words, you should design the training in such a way that would facilitate the retention of everything the trainees has learned. Now, what can be done to facilitate the retention among the trainees?

1) Training can be designed to occur in a spaced interval of time i.e. instead of one 8 hour training, 2hours of training each day for four days can be designed to facilitate the retention.

2) Before going into small detailed parts of training, the bigger picture of how the training would be helpful to their job and them can be shown so that they are interested and motivated for the training.

3) The trainees should be facilitate to overlearn so much that they would retain for longer period of time.

4) The training can be made similar to what the trainees do and know already so that they can relate with their experiences.

5) The training content should be delivered providing the context of different situations.

6) Feedback should be provided on how well the trainees are doing.

Focus on organizational Intervention

Retention alone is not enough to facilitate the transfer of training, the trainees should get a favourable environment to implement what they have learned and retained. The trainee should receive support from their peers, supervisor and trainer to implement what they have learned. Trainees will implement only when they are encouraged to do so. Similarly, reward system should be aligned with the behavior change after the training. Trainees' behaviour should be evaluated along with the positive culture and climate for the transfer of training.

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