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Although organizations' training needs differ, a formal five-step training process should be followed: determine training needs, design the training program, deliver the training, evaluate the training, and finally, monitor and measure outcomes.
Training Process
determine training needs
The first step in the process is to determine training needs using needs analysis and by verifying and clarifying expressed needs through surveys and interviews.
Learning and development managers then need to propose a training program and gain approval and funding for it.
design the training program
Once you understand the training needs of the organization and have the initial approval, you can design the training program to meet these needs.
This step includes determining what participants, content, measurements, delivery sequence, delivery methods, facilities, media, and instructors are appropriate and setting a schedule for the training program.
deliver the training
Once the training program has been designed, you deliver the training, ensuring that all logistical issues have been considered and addressed.
evaluate the training
After delivering the training, you need to evaluate the training to ensure that it has met its instructional goals, that results have been improved, and that the expected outputs are being produced.
monitor and measure outcomes
On an ongoing basis, you need to monitor the outcomes of the training, measure the return on investment (ROI), and ensure that any gains from the training are maintained.
Because training can be expensive and because it should help an organization meet its strategic targets, the training plan needs to be thorough and feasible. How formal this document should be is dependent on the size and culture of the organization.
Training Elements
Effective training plans should contain the following elements: challenges and opportunities and strategies of the organization, training's strategic goals and objectives, how work and jobs are designed, organized, and managed, competencies required to reach organizational objectives, training system required by the organization and what it will look like in the future, and resources and ROI expectations.
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