Training Program Design Basics
Content
Training Program Design Basics
The next phase after performing initial training program design research is to design the program
framework, content modules, evaluation and program promotion/registration strategy.
Learning Objectives
Learning objectives or outcomes are what you want the training to do. In other words, if you are
designing training to improve staff performance, the measurement of improved performance over a
phase of time post training would be a learning objective. For example, to decrease order processing
time by 10% by the end of Q3 by training staff on the new order processing software.
Training Program Framework
The program framework is the logistical shell of the training program. Often, inexperienced training
managers jump to deciding on content before the framework has been decided. A training program
framework includes details of the delivery mode(s), instructional style, delivery style, audience
definitions and content structure.
Training Budget
Training budgets can vary greatly depending on whether you developing a large program to a large
audience and are using outsourced training vendors or are using mostly internal resources and
training a small group of participants in-house.
For example, an outsourced training needs assessment survey could cost upwards of 25-50K if it
includes the management of survey distribution as well as collection and formal analysis of the
findings, whereas a survey conducted internally using an online survey tool such as SurveyMonkey
could be a very low cost option. Include a line item for each of the components and research your
options to determine an estimated cost for each component.
Budgets can vary greatly but here are
some line items to consider in a
training budget:
Competency profilingNeeds
Assessment SurveyTraining
AuditFramework DevelopmentModule
DevelopmentTraining Program
PromotionRegistrationTraining
Department Overhead: supplies,
photocopying, salaries of program
assistants, office equipment/furniture
etc.Developing Modules
The next step in training program
design is to create the modules for the
training program. Typically an
instructor and/or content expert
determine the outline for the module
and present it to the training manager
for approval. Once the outline is approved, a more detailed content outline is created and presented
to the training manager to ensure that there is not overlap with other modules. The bullet points in
the brief module outline can be misleading. Once the more detailed outline is reviewed areas of
overlap or duplication with other modules can be revealed.
Module outlines should include:
Title of the moduleName of instructor and contact infoBrief (75-150 word) description of the
modules contentDuration (number of hours to complete the module)Schedule (if the module is to be
delivered face2face or online to a cohort with a timeline)Instructor bio (if relevant)Resources
required supplies, equipment, audio visual requirements, room set-up requirements, photocopying
needed.
Once the modules are developed, it is time to finalize handouts, online content (and upload it to the
web), order text books, print manuals, order supplies, book rooms, book instructors etc.
Promotion & Registration
Another aspect that applies to most training programs is developing a promotional plan and a
registration and participant record keeping system. If your company has a learning management
system that records training participation, then this process may be simple. A company intranet site
with a separate section for training and professional development is an ideal place to promote the
training program. An email blast to employees and other potential participants is also a good idea.
Evaluation & Training Metrics
How the program is evaluated and which training metrics will be measured is the next step in the
development process.
Annual Training Program Review
An annual review of the training program is another important part of the program design as it will
ensure that the content remains fresh and relevant.
A carefully planned training program will meet learning objectives and provide evidence through
training metrics that the program is meeting the needs of the organization and the participants.
Copyright 2009 Joni Rose of Career Minded Consulting Services. All rights reserved. Any
unauthorized use will constitute an infringement of copyright. Please contact Joni Rose for reprint
permission.
The next phase after performing initial training program design research is to design the program
framework, content modules, evaluation and program promotion/registration strategy.
Learning Objectives
Learning objectives or outcomes are what you want the training to do. In other words, if you are
designing training to improve staff performance, the measurement of improved performance over a
phase of time post training would be a learning objective. For example, to decrease order processing
time by 10% by the end of Q3 by training staff on the new order processing software.
Training Program Framework
The program framework is the logistical shell of the training program. Often, inexperienced training
managers jump to deciding on content before the framework has been decided. A training program
framework includes details of the delivery mode(s), instructional style, delivery style, audience
definitions and content structure.
Training Budget
Training budgets can vary greatly depending on whether you developing a large program to a large
audience and are using outsourced training vendors or are using mostly internal resources and
training a small group of participants in-house.
For example, an outsourced training needs assessment survey could cost upwards of 25-50K if it
includes the management of survey distribution as well as collection and formal analysis of the
findings, whereas a survey conducted internally using an online survey tool such as SurveyMonkey
could be a very low cost option. Include a line item for each of the components and research your
options to determine an estimated cost for each component.
Budgets can vary greatly but here are
some line items to consider in a
training budget:
Competency profilingNeeds
Assessment SurveyTraining
AuditFramework DevelopmentModule
DevelopmentTraining Program
PromotionRegistrationTraining
Department Overhead: supplies,
photocopying, salaries of program
assistants, office equipment/furniture
etc.Developing Modules
The next step in training program
design is to create the modules for the
training program. Typically an
instructor and/or content expert
determine the outline for the module
and present it to the training manager
for approval. Once the outline is approved, a more detailed content outline is created and presented
to the training manager to ensure that there is not overlap with other modules. The bullet points in
the brief module outline can be misleading. Once the more detailed outline is reviewed areas of
overlap or duplication with other modules can be revealed.
Module outlines should include:
Title of the moduleName of instructor and contact infoBrief (75-150 word) description of the
modules contentDuration (number of hours to complete the module)Schedule (if the module is to be
delivered face2face or online to a cohort with a timeline)Instructor bio (if relevant)Resources
required supplies, equipment, audio visual requirements, room set-up requirements, photocopying
needed.
Once the modules are developed, it is time to finalize handouts, online content (and upload it to the
web), order text books, print manuals, order supplies, book rooms, book instructors etc.
Promotion & Registration
Another aspect that applies to most training programs is developing a promotional plan and a
registration and participant record keeping system. If your company has a learning management
system that records training participation, then this process may be simple. A company intranet site
with a separate section for training and professional development is an ideal place to promote the
training program. An email blast to employees and other potential participants is also a good idea.
Evaluation & Training Metrics
How the program is evaluated and which training metrics will be measured is the next step in the
development process.
Annual Training Program Review
An annual review of the training program is another important part of the program design as it will
ensure that the content remains fresh and relevant.
A carefully planned training program will meet learning objectives and provide evidence through
training metrics that the program is meeting the needs of the organization and the participants.
Copyright 2009 Joni Rose of Career Minded Consulting Services. All rights reserved. Any
unauthorized use will constitute an infringement of copyright. Please contact Joni Rose for reprint
permission.
