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In-House Service
Excellence Training
  Designing a Training Program
           McKinley Solutions © 2008

         An Introduction
Designing a Training Program

  Designing a training program using the
   ADDIE Model of Instructional Design:
    Analyze ~ Design ~ Develop ~
        ~Implement ~ Evaluate

           Transfer of Training
 Concepts/ Myths and Mis-Understandings
                 McKinley Solutions © 2008
Designing a Training Program


            ADDIE Design Model


  Analyze                   Develop              Implement   Evaluate
            Design




                     McKinley Solutions © 2008
Designing a Training Program

                  Analyze
   Identify: the learning need; goals &
 objectives; the audience’s needs; existing
              knowledge; other

 Consider: the learning environment; any
   constraints; delivery options; timeline

                  McKinley Solutions © 2008
Designing a Training Program

                 Design
Outline how to reach instructional goals
  Describe audience, learning styles
      Write objectives, test items
         Select delivery system
  Determine sequence of instruction


                McKinley Solutions © 2008
Designing a Training Program
                    Develop
           Generate lesson plans and
                     materials
          Develop instruction, media and
             supporting documentation




             McKinley Solutions © 2008
Designing a Training Program

                 Implement
  Delivery in classroom, lab, on computer
Purpose-effective and efficient delivery to …



      1. promote the students' understanding of
                          material
    2. support the students' mastery of objectives
       3. ensure transfer of knowledge to the job
                     McKinley Solutions © 2008
Designing a Training Program




           Evaluate
           McKinley Solutions © 2008
Designing a Training Program




           McKinley Solutions © 2008
Designing a Training Program



          What about “transfer”?

Research indicates most of the investment
  in traditional training and development is
     wasted - most knowledge and skills
 gained in training (as much as 80%) is not
             fully applied on the job
                  McKinley Solutions © 2008
Designing a Training Program




   Inhibitors to Transfer of Training


                  • Organizational climate factors,
                      • Training design factors,
                • Individual learner characteristics,
                     • Training delivery factors
                McKinley Solutions © 2008
Designing a Training Program




                   Inhibitors to
                Transfer of Training

         Organizational climate factors
            Training design factors
            McKinley Solutions © 2008
Designing a Training Program

Inhibitors to Transfer of Training

• Individual learner characteristics

    • Training delivery factors.




                    McKinley Solutions © 2008
Designing a Training Program

     Maximizing Transfer of Training

• Only provide when analysis identifies a
  performance gap which is a lack of S/K
• Provide resources, incentives and support
• Only train those who will be able to apply it


                    McKinley Solutions © 2008
Designing a Training Program

     Maximizing Transfer of Training

• Prepare trainees for training and post-
  training support
• Create effective training
• Ensure post training support


                   McKinley Solutions © 2008
References & Recommendations
Many of the concepts and principles of training
transfer are adapted from publications by Stolovitch
and Keeps. Other information was adapted from the
work of Marguerite Foxon, Florida State University.
Information about the ADDIE Instructional Design
Model is readily available on the Internet.




                       McKinley Solutions © 2008

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Int In House Service Excel Training Design A Program

  • 1. In-House Service Excellence Training Designing a Training Program McKinley Solutions © 2008 An Introduction
  • 2. Designing a Training Program Designing a training program using the ADDIE Model of Instructional Design: Analyze ~ Design ~ Develop ~ ~Implement ~ Evaluate Transfer of Training Concepts/ Myths and Mis-Understandings McKinley Solutions © 2008
  • 3. Designing a Training Program ADDIE Design Model Analyze Develop Implement Evaluate Design McKinley Solutions © 2008
  • 4. Designing a Training Program Analyze Identify: the learning need; goals & objectives; the audience’s needs; existing knowledge; other Consider: the learning environment; any constraints; delivery options; timeline McKinley Solutions © 2008
  • 5. Designing a Training Program Design Outline how to reach instructional goals Describe audience, learning styles Write objectives, test items Select delivery system Determine sequence of instruction McKinley Solutions © 2008
  • 6. Designing a Training Program Develop Generate lesson plans and materials Develop instruction, media and supporting documentation McKinley Solutions © 2008
  • 7. Designing a Training Program Implement Delivery in classroom, lab, on computer Purpose-effective and efficient delivery to … 1. promote the students' understanding of material 2. support the students' mastery of objectives 3. ensure transfer of knowledge to the job McKinley Solutions © 2008
  • 8. Designing a Training Program Evaluate McKinley Solutions © 2008
  • 9. Designing a Training Program McKinley Solutions © 2008
  • 10. Designing a Training Program What about “transfer”? Research indicates most of the investment in traditional training and development is wasted - most knowledge and skills gained in training (as much as 80%) is not fully applied on the job McKinley Solutions © 2008
  • 11. Designing a Training Program Inhibitors to Transfer of Training • Organizational climate factors, • Training design factors, • Individual learner characteristics, • Training delivery factors McKinley Solutions © 2008
  • 12. Designing a Training Program Inhibitors to Transfer of Training Organizational climate factors Training design factors McKinley Solutions © 2008
  • 13. Designing a Training Program Inhibitors to Transfer of Training • Individual learner characteristics • Training delivery factors. McKinley Solutions © 2008
  • 14. Designing a Training Program Maximizing Transfer of Training • Only provide when analysis identifies a performance gap which is a lack of S/K • Provide resources, incentives and support • Only train those who will be able to apply it McKinley Solutions © 2008
  • 15. Designing a Training Program Maximizing Transfer of Training • Prepare trainees for training and post- training support • Create effective training • Ensure post training support McKinley Solutions © 2008
  • 16. References & Recommendations Many of the concepts and principles of training transfer are adapted from publications by Stolovitch and Keeps. Other information was adapted from the work of Marguerite Foxon, Florida State University. Information about the ADDIE Instructional Design Model is readily available on the Internet. McKinley Solutions © 2008