There are many different training models available for you to use. Each has a different focus so when choosing a training model, you should make sure you understand the model before choosing the one you will use. Selecting a training model can help you decide what elements to include in your training and elements to not worry about. Remember that training models are a starting point for content and not an absolute list of what you should have. Here is a brief overview of three models to help you on your way to picking a model. (These descriptions are just quick peeks at these models so please don’t use them to determine which model you are going to choose. Use them as a guide for what you want to look at more closely before deciding.)
If you talk to instructional designers and trainers, the first model that will come up in conversation will probably be ADDIE. ADDIE is the base for many training programs and has been around for quite a while. ADDIE stands for: Continue reading
We wrote posts earlier about running needs surveys; Why Should I Have to Run a Needs Survey?, So I have to do a Needs Survey. How do I write the questions?, How do I know if my survey questions will give me the answers I need?, and Administer a Needs Survey. Because this series is about developing a training program, we won’t cover that material again. If you have questions about the specifics, please review those or email me. But planning for a training program has some broader concepts to cover. The first is an acronym I have used in some training – ICE. ICE is a way to determine whether training is needed.
The first letter of ICS stands for Isolate. Einstein is quoted as saying that if he had one hour to save the world he would spend fifty-five minutes defining the problem and only five minutes finding the solution. The first step in deciding if training is needed is to isolate and define the problem. There are several ways that you can isolate the problem. Continue reading
Last time in Designing Your Training Program – Part 1, we talked about the first four considerations in designing a training program:
- Training Goals
- Training Resources
- Training Personnel
- Measuring Success
This time we will talk about methods for training. Please understand that a related conversation will happen for each training you develop, but if you don’t have the capabilities for each of these types in the beginning, you will have to removed that option from your training menu. The four major types of training you need to consider having available are:
- Face-to-face training
- Online training
- Blended/mixed method training
When you start out to designing your training program, there are a number of things to consider. This is not about what the content is or what types of training should be delivered, what is the best method to train in your situation. This section is about all of those and none of those. In this post we will talk about several consideration when developing your training program. The thoughts here are general in nature so not all will apply to your situation. If you have other things you have encountered please add to the conversation to help others out.
First consideration: What is my company’s plan for training?
In a perfect world every company would have a plan written down for what they want their training program to accomplish, what the resources are that are dedicated to the end, how they want to achieve their training goals, what/how many personnel will be assigned to the task and they will measure success. Few of us live in a perfect world. For most of us we have to work within a world of partial and incomplete information. Here are some thoughts to help those living in a world where you have to design a training program. Continue reading
In previous blog post we talked about different elements of developing your training program. But perhaps we should step back and take a larger view in the development of a training program that is more comprehensive. There are several steps that you must take to develop a training program that will support companywide training for more than a single project. These steps include
- Designing your program
- Identifying needs
- Deciding on a training model
- A training program’s basic outline
- Evaluating training
- Elements of a training class.
In the section on program design, we will talk about what should be in a training program and what should not. Not all training programs are identical, some have elements that will not be present others. Continue reading