DESIGNING TRAINING PROGRAMS FOR PROFESSIONALS

RUFO R. MENDOZA, Ph.D.

Chair, PRC CPE Council for Accountancy

Training
Training is a planned and systematic effort to modify or develop knowledge, skills, and attitudes to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to enable an individual to acquire abilities (competencies), in order that he or she can perform adequately a given task or job.

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Design of Training Programs

TRAINING IN THE CONTEXT OF ORGANIZATIONAL ANALYSIS

PROBLEM IN PERFORMANCE

Systems
Lack of or wrong process, equipment, structure, or non-human aspects

Environment
Socio-cultural, economic, regulatory factors affecting the business

Training
Lack of knowledge and skills or problems in attitude or behavior

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Design of Training Programs

TRAINING CYLCE
(Donald Kirkpatrick)

Evaluation of Program

Training Needs Analysis

Conduct of Program

Design of Program

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ADDIE MODEL

Analysis Design Development Implementation Evaluation

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ORGANIZATIONAL STUDY Goals, Functions and Policies

THE SEVENSTAGE TRAINING SYSTEM MODEL

TRAINING NEEDS DETERMINATION TRAINING PROGRAM DESIGN TRAINING MATERIALS DEVELOPMENT CONDUCTING INSTRUCTION EVALUATION AND FOLLOW-UP REVIEW/ REVISE

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Design of Training
Examines how the training should be planned so that it will meet identified training needs. It shifts the focus from investigating the problem (which is the key issue in the analysis) to investigating and scoping the solution. Goal of Training Design
To determine what training experience will meet training needs and thereby close performance gaps between what people can do and what they must do to meet the performance requirements.

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CONSIDERATIONS IN THE DESIGN OF TRAINING PROGRAMS

Principles in designing programs Steps in designing Linking TNA to the design

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Principles of Good Training Design

Structurethe configuration of the various elements in a program considering the plan and goals and taking note of the sequence of activities
Linkageappropriate connection of topics Specificitydetailing goals, learnings, and activities and avoiding overlaps and redundancies Synergyconsidering the learnings converge (integration or summary of learnings)

Openness and Flexibilityresponding to anticipated needs and the degree of capacity to adopt to varying circumstances
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Principles of Good Training Design

Relevanceaddressing the needs of trainees or participants and the organization as well Compatibility-considering the background of the trainees or participants In-Process Evaluation and Feedbackpresence of learning validation during conduct of training Transferabilitypassing on skills to trainees or participants Cost-Effectivenessproviding the greatest benefit at minimum cost

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Design of Training Programs

STEPS IN DESIGNING A TRAINING PROGRAM

Name the program Provide rationale in the conduct of the program State the program objectives Terminal objectives Enabling objectives Determine the specific contents of the program Must know Nice to know Arrange learning units in the order they will be taken up Whole-part Sequencing
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STEPS IN DESIGNING A TRAINING PROGRAM

Select the learning methodology and determine the time frames Determine dates and appropriate venue Identify standards and evaluation measures Select the resource speakers Calculate and prepare the budget.

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OUTLINE OF A TRAINING DESIGN

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Title Rationale of the Training Objectives of the Training Course Outline

Module Session Activities Expected Output

Learning Methodology Time Frames Dates and Venue (if can be determined) Evaluation Method Resource Speakers/Persons Training Cost
Design of Training Programs

Why should we prepare training design?

On the part of the Training Institution
Blueprint the way to respond to the needs of the participants Focus clarifies scope of the subject matter Management in terms of time and financial resources Order enhances effective and orderly presentation Contingencies provides inputs for contingencies Evaluation important in evaluating the training outputs
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On the part of the Trainee

Guide on the emphasis of topic, time allotment, and methodology Basis for determining cost efficiency and effectiveness Precondition in getting ready for the training proper

Design of Training Programs

Sample Title
Presentation in Accordance with PFRS Emphasizing Common Disclosure Errors, Updates on Philippine Standards on Auditing, Code of Ethics

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RATIONALE OF THE TRAINING

Background or introduction of what the training is all about
Developments in the field/discipline/area Increased demand for performance of service

Description of the needs being addressed by the training

To whom the training is designed What gaps are being addressed

Overview of how the training program

Overall approach of meeting the goals General description of the learning outputs Where do we go from here?

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FORMULATING BEHAVIORAL OBJECTIVES

HIERARCHY OF OBJECTIVES Terminal Program Objective what the learner will be able to do after going through the training program (same as the goal) Enabling or Specific Objective learning steps that the learner must undergo to accomplish the terminal objective

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Design of Training Programs

SAMPLE TRAINING OBJECTIVES

Terminal Program Objective By the end of the three-day training program, participants will be able to apply the three techniques of long-term and short-term planning Enabling or Specific Objective During the first day of the program, participants will be able to:
Discuss the importance of scientific tools in planning for both long-term and short-term Explain the principles of the various techniques of longterm and short-term planning
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PROBLEMS IN CRAFTING TRAINING OBJECTIVES Trainer-centered In this course, the trainee will be taught the principles of leadership Describing the Content The objective of this course is to discuss the principles of leadership Promising Too Much As a result of this course, the trainee will be able to supervise subordinates effectively

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Design of Training Programs

GUIDE IN CRAFTING TRAINING OBJECTIVES

Should have trainee/participant as the subject
At the end of the training, the participants should be able to.

Should have an action verb that is observable and measurable (Should focus on the goals of the training)
X understand the procedures in the opening of new accounts / process the opening of a new account Quantity Quality Time Cost

Should specify the conditions and standards

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Design of Training Programs

Writing Behavioral Objectives Vague Know Appreciate Comprehend Understand Action Verb Enumerate Describe Explain Evaluate

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BEHAVIORAL TRAINING OBJECTIVES

Describing the objectives based on what the trainees should do at the end of the training; Main advantage is the exactness in giving direction in a training course Clarity of goals makes it easier for trainees and facilitator to communicate

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BLOOMS TAXONOMY OF EDUCATIONAL OBJECTIVES

DOMAINS

COGNITIVE
(KNOWING)

AFFECTIVE
(ATTITUDES) (FEELINGS)

PSYCHOMOTOR
(DOING)

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LEVELS OF COGNITIVE DOMAIN

EVALUATION SYNTHESIS ANALYSIS APPLICATION COMPREHENSION KNOWLEDGE

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LEVELS OF AFFECTIVE DOMAIN

CHARACTERIZING ORGANIZING VALUING RESPONDING RECEIVING

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LEVELS OF PSYCHOMOTOR DOMAIN

NATURALIZATION ARTICULATION PRECISION MANIPULATION IMITATION

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Category Knowledge Comprehension Application Analysis Synthesis Evaluation

Description Ability to recall previously learned material. Ability to grasp meaning, explain, restate ideas. Ability to use learned material in new situations. Ability to separate material into component parts and show relationships between parts. Ability to put together the separate ideas to form new whole, establish new relationships. Ability to judge the worth of material against stated criteria.
Design of Training Programs

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TRAINING OBJECTIVE EXERCISE

Each of the following statements is supposed to be a training objective. Revise each objective as you deem necessary. 1. To teach the techniques of long and short-term planning using network analysis so that the techniques can be applied as appropriate. An appreciation of current resource allocation problems which influence project completion dates for civil engineering contracts. Without supervision, all order clerks will be able to place all copies of 15 separate orders in the files as listed without error, in less than three minutes Given an architects drawing, visual guide and information on location, apprentices will calculate all essential heat losses expressing each in SI units to two decimal places
Design of Training Programs

2.

3.

4.

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ADVANTAGES OF HAVING A COURSE OUTLINE

It provides direction to the trainees or participants It gives more information concerning the training program It keeps the trainer focused (especially on the things that the trainees must know)
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Learning is
An experience that occurs in the learner and is activated by the learner The discovery of personal meaning and relevance of ideas The consequence of an experience A cooperative and collaborative process An evolutionary process Emotional as well as intellectual

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Learning works better

When the learner is personally involved When there are activities using materials When experienced in multiple modes (using all senses) With more of the senses engaged

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Functions of the Facilitator Motivate learners Connect with learners Give meaning to the experience Manage the learning process Provide or define procedure, system or roles for the learners to follow

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LECTURER
Leader-centered Presentation-driven Content-heavy Sage in Stage Tell everything you can in time alloted

FACILITATOR
Participant-centered Experience-driven Application-heavy Guide on the Side Never do for learners what they can do for themselves

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Common Areas for Evaluation in Training

Curriculum based on TNA Content Time allotment Activity requirements Training methods Trainer/resource persons Training management group Logistics Facilities Food Accommodation
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Where do we go from here?

Teaching-learning styles and methodologies Training Evaluation and Measurement Methods Effective Presentation and Facilitation Training Needs Analysis Organizing and Running a Conference Instructional Materials Design

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