CTFP
Chapter Five
Program Design
Objectives
Be able to choose and prepare a training site based on how trainees will be involved and interact with the content and each other in the course
Prepare for instruction using a curriculum road map, lesson plan, design document, and concept map
Explain how trainees’ age, generational differences, and personality might influence how programs are designed
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Objectives
Prepare a request for proposal (RFP) and a list of questions to evaluate training consultants and suppliers
Explain the program design elements that should be included to ensure near and far transfer of training
Develop a self-management module for a training program
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Objectives
Design application assignments and action plans to enhance learning and transfer of training
Make recommendations about what managers can do before, during, and after training to facilitate learning and transfer
Identify different ways to manage knowledge and the conditions necessary for employees to share knowledge
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Importance of Program Design
Program design refers to the organization and coordination of training
Program design is the heart of effective training because it directly influences knowledge and skill acquisition
Programs must be carefully designed to ensure maximum learning
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Three Phases of Design
Phase 1: Pre-Training
Involves preparing and motivating trainees to attend training
Phase 2: The Learning Event
Involves preparing instruction and the physical environment
Phase 3: Post-Training
Designing strategies to facilitate transfer
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The Training Site
Comfortable and accessible
Quiet, private, and free from interruptions
Sufficient space for trainees to move around easily, offers enough room for trainees to have adequate work space, and has good visibility
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The Training Room
Create an environment conducive to learning—there are a number of details to consider
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glare
ceiling
electrical outlets
acoustics
colors
room structure
lighting
wall & floor covering
chairs
noise
technology
Seating Arrangements
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When does each work?
Fan-type seating
trainees can easily switch from listening to practicing in groups
Classroom-type seating
appropriate when lecture and audiovisual presentations are the primary methods
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When does each work?
Conference-type seating
appropriate for total groups discussions (with no small group interaction)
Horseshoe type-seating
appropriate for both presentation and total group instruction
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Choosing Trainers
Trainers need to be both skilled in the subject matter at hand and in program facilitation
Given that trainers are central to learning experience, great care should be taken when selecting outside vendors
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Create a Learning Setting
When choosing a training room, determine the extent to which trainees decide when, where, and how they will learn, and whether learning will occur by interaction with others
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Preparation of Materials
Know content very well
Use mental and physical rehearsal to build your confidence and assess your strengths and areas for improvement
Observe master trainers to get new ideas
Design the training from the audience’s perspective—ask “So what?”
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Adapt to Generational Differences
Traditionalists prefer a standard training room, an orderly environment, and do not like being put on the spot
Baby Boomers prefer classroom learning, interactive activities, and materials that provide an overview and means to access more detailed information
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Adapt to Generational Differences
Generation Xers prefer a self-directed learning environment that includes technology-delivered methods
Millennials like to learn by working alone and helping others to learn; they prefer blended learning
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Adapt to Generational Differences
Nexters prefer entertaining training activities; they respond well to training that is interactive and creative
Because most groups include a mix of generations, provide a learning environment that can benefit all learners
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Pre-Training Motivation
Communicate to trainees the purpose of the course, objectives, prerequisites, and who else will be attending
Assign pre-work to ensure trainees come to the program with a sense of focus and a basic understand of training content
Managers should encourage attendance and set expectations for learning
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Provide an Overview
Give the big picture, including objectives, timeline, and activities, and assignments
A concept map can be used for organizing and presenting knowledge
Includes concepts shown in boxes, with relationships between concepts indicated by connecting lines
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Example Concept Map
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This concept map is for a course on conducting effective performance reviews.
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Help Trainees Retain & Recall Content
Chunk learning topics into short sessions of no longer than 20 minutes
Incorporate mnemonics and metaphors
Have trainees consider how they can use what they are learning
Incorporate application assignments
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Classroom Management
Monitor the room for extra chairs, overflowing trash cans, and materials left from previous sessions
Why is doing this important? Why might trainers fail to do this?
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Interacting with Trainees
Communicate topics to be covered, the learning approach, and expectations
Be cognizant of the self-fulling prophecy
Be dramatic to emphasize key points
To create intimacy in large rooms, move toward trainees
Facilitate discussions from different parts of the room
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Getting Trainees Involved
Involvement is key to engaging trainees and facilitating learning
Prepare questions to be discussed in breakout groups
Use creative activities and games
Use assessments for trainees to learn about themselves and others
Incorporate roleplaying
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Discussions
Discussions can be an effective means to engage trainees, but need to be planned
Discussions can be used to brainstorm ideas and solutions, debrief activities, apply knowledge, and evaluate experiences
Use open-ended questions, different opening questions, follow-up questions, and discussion prompts
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Disruptive Trainees
Disruptions should be managed, not ignored
Address disruptions tactfully
For trainees who disrupt, sleep, or interrupt, consider using activities to engage them
Ask disruptive trainees to leave as a last resort
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Managing Group Dynamics
To ensure an even distribution of expertise, ask trainees to indicate whether they consider themselves novice, experienced, or expert
Arrange groups with individuals of different expertise
Group dynamics can be altered by changing learners’ positions in the room
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Curriculum, Course, & Lesson Design
A curriculum refers to an organized program of study designed to meet a complex learning objective
A course or program covers more specific learning objectives and addresses a more limited number of competencies
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Curriculum Road Map
A curriculum road map refers to a figure that shows:
all of the courses in a curriculum
paths that learners can take through it
sequences in which courses have to be completed
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Curriculum Road Map
Design document
outlines scope of project, delivery methods, and objectives
used to guide development and explain training to relevant stakeholders
Lesson plan
translates content and activities into a guide to help deliver training
includes the sequence of activities that will be conducted
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Example Curriculum Road Map
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An example of a curriculum road map for a security management training curriculum.
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Example Lesson Plan
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Request for Proposal
A request for proposal (RFP) is a document that outlines for potential vendors:
type of service the company is seeking
type of references needed
number of employees to be trained
funding for the project
follow-up process to determine level of satisfaction and service
expected date of project completion
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Near or Far Transfer?
One key consideration is whether the focus of training is on near or far transfer
Near transfer refers to applying learned capabilities exactly as taught in training
Far transfer refers to applying learned capabilities to a work environment that is not identical to training
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Promoting Near Transfer
Use standardized procedures, processes, and checklists
Provide explanations for any differences between training and work tasks
Encourage trainees to focus only on important differences between training tasks and work tasks
Explain why the procedure should be performed exactly
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Promoting Far Transfer
Teach general concepts, broad principles, and key behaviors
Focus on general principles that apply to a number of situations
Provide a list of prompts and questions to help trigger self-reflection and questions
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Self-Management Training
To prepare trainees for obstacles on the job, provide instruction in self-management
Discuss relapses
Set transfer and performance goals
Identify obstacles
Generate strategies to overcome obstacles
Self administer rewards for successful transfer
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Manager Support
Increasing levels of manager support, from low to high, include:
acceptance of training
encouragement of training
participating in training
reinforcement
allowing trainees to practice
teaching—serving as a trainer
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Peer Support
Transfer can be enhanced by a support network among trainees
Peers can share successful experiences, discuss how they coped with challenges, and provide encouragement and feedback
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Opportunities to Use
Opportunity to use learned capabilities is central to successful transfer
Opportunity is influenced by the work environment and trainee motivation
Opportunity can be measured by asking former trainees:
whether they perform a task
how many times they perform the task
the extent to which they perform difficult and challenging tasks
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Technological Support
An electronic performance support system (EPSS) is a ccomputer application that provides skills training, information access, and expert advice
An EPSS can enhance transfer by acting as an as-needed reference resource
An EPSS can help measure and evaluate transfer
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Knowledge Management
The process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creation, sharing, and use of knowledge
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Knowledge Management Strategies
Use technology, e-mail, and social networking sites to allow people to store and share
Publish directories of expertise
Develop informational maps that identify where specific knowledge is stored in the company
Create top management knowledge management positions
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Knowledge Management Strategies
Require employees to give presentations
Allow employees to take time off to acquire new knowledge
Create an online library of learning resources
Design office space to facilitate interaction
Create communities of practice
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Keys to Knowledge Management Success
The training and IT departments must collaborate
Technology must be easy to use and not cumbersome
There must be employee trust and a willingness to share
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