Effective training solutions permit your company to prepare and maintain an adequate workforce. To ensure you provide the best performance support system for your workers, analyze, design, develop, carry out and evaluate your courses in a consistent, systematic way. Create effective instructional materials by prototyping samples and testing them on representatives of your target audience. That way, you can make adjustments in your strategy during development, when problems are less expensive and easier to remedy.
Instructions
1. Analyze your audience and the tasks they perform. Identify the skills and knowledge required to complete the job. Determine the root cause of performance problems, such as faulty equipment, process inefficiencies or unclear directions. Consult with training project sponsors, stakeholders and job experts to confirm your assumptions. Propose a solution, such as web-based training, lectures or workshops, and prepare a project plan listing the development tasks, resources required and the time needed to complete the project. Use a project plan template, such as the downloadable Microsoft Office Templates, or develop your own format. Establish a budget and get approval for your project before you begin.
2. Design your training solution. Define learning objectives. Develop a course outline. Create a storyboard to plan your approach, particularly if you pursue a multimedia, interactive computer-based solution. Use the storyboard to show the user interface and how the trainee will use your training course.
3. Develop your training materials. For example, create instructional presentations to support lectures. Develop graphics, audio and video or hire a consultant to complete these tasks if you lack the skill or time to do so yourself. To develop a web-based training solution, use authoring tool software, such as Captivate, Articulate or Lectora, or develop your own programming. You can also use learning management system environments, such as Moodle, MyiCourse or Microsoft Learning Content Development System.
4. Conduct a pilot offering of your course. Get feedback and incorporate it into your materials before formally distributing your course. Implement your course, depending on your training solution format. For example, train facilitators for change management workshops on present tips and techniques. Show them conduct role-playing exercises. Describe use resources, such as lab equipment.
5. Evaluate your training solution by asking for feedback during the training session and also by conducting a survey at the end of the course. Provide opportunities for participants to test their skills and knowledge by allowing them to complete exercises throughout the course and then at the end through the use of a final examination. Observe participant behavior back on the job to ensure your training solution has its desired on impact on workplace performance improvement.
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