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Designing & Implementing

Training

Programme

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PARAMJIT SHARMA 2

Steps in Systems Approach to Training

Job Analysis

Trainee Analysis

TNA

Setting Objectives

Sessions Designs

Implementation

Evaluation

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Job Analysis

Trainee Analysis

TNA

Setting Training 

Objectives

Designing Training 

Sessions

Implementation

Evaluation

Training Needs

Assessment

Designing

Curriculum

Conducting Training Course

and Examine Results

System Approach to Training Programmes

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4

Global Model of the Management Development Cycle

Needs

Assessment

1

Objective

Setting

2

Programme

Design

3

Evaluation &

Follow Up5

Programme

Implementation4

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5

Need Analysis-- worksheet 

What is Desired ?

1

What actually

Exists ? 2Gaps in

1 and 2

Training

Required

Priority

1..2«3«4«

6Summarize Training Priorities

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PARAMJIT SHARMA 6

TRAINEE NEED ANALYSIS

TASKS KNOWLEDGE/

SKILL

To write cash book 04 02

To write ledgers 04 01

To prepare TB 03 01

To prepare PL/BS 03 01

To propose distribution

of surplus 01 00

RESPONSIBILITY

Maintenance

of Proper books of 

Accounts & prepare

Annual statements

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PARAMJIT SHARMA

Designing Training Sessions

Deciding the Title of the Programme

Deciding objectives of the Programme

Deciding the Duration of the Programme

Deciding the Headings/Topics

No of Sessions required to cover the TopicDeciding the learning objectives of sessions

Deciding the sequence for sessions

Determining the learning Methods

Preparing/Adapting/Choosing supportive materials

Selecting Training Methods for each Session

Preparing Daily Time Table of the Programme

Physical Arrangements like Class Room, Hostel«.other Resources

Conducting Programme

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Title of The Programme ««««««««««««««««««««

Objectives of the Programme««««««««««««««««««

Contents of the Programme

Sr No Topic Objectives No. of Sessions Training

Method & Materials Trainers

Programme Designing

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Programme Schedule

Time &

trainers MON TUES WED THURS FRI SAT

9.30 to

11.00 AM What isIBSAR

Trainer ««..

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Evaluation Defined

Evaluation means any attempt to obtaininformation (Feedback) on the effectiveness of 

a training programme and to assess the value of 

the training in the light of that information

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Why Evaluate ?

1Can be used for 

assessing training

effectiveness

2Can be used as trainingAid

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Levels of Evaluation

1 Reaction Level

2 Learning Level

3 Job Behavior Level

4 Functioning level

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Levels of Evaluation---reaction level

The trainees react to the training, form opinion

and attitude about trainer, methods of presentation,

the usefulness and interest of the subject matter,

involvement in training, facilities««««

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Levels of Evaluation- learning level

Trainees learn, acquire knowledge, skills, and

attitude about the subject matter of the training,

which they are capable of translating into behavior 

within the training situation

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Levels of Evaluation-job behavior 

The trainees apply the learning in the form of 

changed behavior back on the job

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Levels of Evaluation²functioning level

The Changed behavior brings efficiency on work of 

learners and his colleagues, subordinates and may

also reduce costs

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Objective Setting and Evaluation

To establish a high level of involvement and interest (Reaction) inorder that trainees may effectively learn certain Facts, certain

Skills of salesmanship and certain attitudes towards the

salesman¶s job ( Learning ) in order that they may use these facts

and apply these skills on the Job ( Job Behavior ) in order that

the quantity of sales may increase over a specified period

( Functioning )

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Techniques of Evaluation

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1Reaction Level

1 2 3 4 5

I have found this session

Badly Presented

Totally

Unstimulating

Well Presented

Totally stimulating

1 2 3 4 5

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2 Learning Level

Knowledge

Tests and examinations

Programmed learning

Multi choice Q

Skill Learning

Practical's

Demonstrations

Attitude Learning

Attitude Scales

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3 Behavior on Job

Activity Sampling

Self-diaries

Incidents ObservationsSelf Recording of Incidents

Appraisal by Superiors

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