When developing your training plan, there are a number of considerations. Training is something that should be planned and developed in advance.
The considerations for developing a training program are as follows:
- Needs assessment and learning objectives. This part of the framework development asks you to consider what kind of training is needed in your organization. Once you have determined the training needed, you can set learning objectives to measure at the end of the training.
- Consideration of learning styles. Making sure to teach to a variety of learning styles is important to development of training programs.
- Delivery mode. What is the best way to get your message across? Is web-based training more appropriate, or should mentoring be used? Can vestibule training be used for a portion of the training while job shadowing be used for some of the training, too? Most training programs will include a variety of delivery methods.
- Budget. How much money do you have to spend on this training?
- Delivery style. Will the training be self-paced or instructor led? What kinds of discussions and interactivity can be developed in conjunction with this training?
- Audience. Who will be part of this training? Do you have a mix of roles, such as accounting people and marketing people? What are the job responsibilities of these individuals, and how can you make the training relevant to their individual jobs?
- Content. What needs to be taught? How will you sequence the information?
- Timelines. How long will it take to develop the training? Is there a deadline for training to be completed?
- Communication. How will employees know the training is available to them?
- Measuring effectiveness of training. How will you know if your training worked? What ways will you use to measure this?
Human Resource Recall
Can you think of a time where you received training, but the facilitator did not connect with the audience? Does that ever happen in any of your classes (of course not this one, though)?