1. Unit 4: Training Design and Preparing the Training Budget 2009 1 © SHRM 2009

2. Unit 4 Class 1: Training Design Learning objectives: By the end of this unit, students should be able to: 1.Distinguish goals from objectives. 2.Write SMART goals for training. 3.Align training objectives to meet the needs of the learners. 4.Write objectives that align with the organization’s strategic plan. 5.Describe the link between training and learning domains 2 © SHRM 2009

3. Setting Training Goals Goal: A concise statement of the purpose or intent of the training. > Who is the training for? > What is the training about? > Why is the training being conducted? 3 © SHRM 2009

4. Setting Training Objectives Objective: The results that the participants will be able to perform at the end of the training. > Provides a focus for training design. > Tells participants what they should know at the end of the program. > Assists in knowledge and skills transfer. > Establishes parameters for evaluation. 4 © SHRM 2009

5. Training Objectives A training objective has three components: > Performance outcomes: A statement about what the employee is expected to do. This is a task or an observable action. > Criterion: A statement about the level of performance that is acceptable. > Conditions of performance: A statement about the conditions under which the trainee is expected to perform. 5 © SHRM 2009

6. Learning Objectives 6 © SHRM 2009

7. The Learning Process for Instruction To learn effectively, what do employees need? Employees need: > To know why they should learn. > Meaningful training content. > Opportunities to practice. > To commit training content to memory. > Feedback. > Opportunity for observation, experience and interaction with others. > Training to be properly coordinated and arranged. 7 © SHRM 2009

8. Three Learning Domains Cognitive Psychomotor Affective 8 © SHRM 2009

9. Bloom’s Taxonomy / Cognitive Bloom’s Original Revised (Anderson & Krathwohl)

10. Psychomotor Domain 10 © SHRM 2009

11. Affective Domain (Krathwohl and Anderson 2001)

12. Setting SMART Objectives Objectives must be SMART: > Specific: State desired results in detail. > Measurable: Results must be observable to evaluate what has been accomplished. > Action-oriented: Describe the actions the learner will perform. > Realistic: Objectives must be attainable. > Timely: Objectives identify actions the learner can use immediately. 12 © SHRM 2009

13. Objectives and Learning Domains Learning objectives can be written for all three learning domains: > Cognitive: Knowledge, mental skills. > Affective: Attitudes, growth in feelings or emotional areas. > Psychomotor skills: Manual or physical skills. 13 © SHRM 2009

14. Writing Learning Goals and Objectives Write a learning goal for your training project. Write learning objectives that address the three components of training objectives and apply to all three learning domains. 14 © SHRM 2009

15. Unit 4 Class 2: The Training Budget What have we done so far? We have: > Examined the strategic plan of our organization. > Conducted a SWOT analysis. > Conducted a needs assessment. > Examined adult learning theories. > Written SMART training objectives that reflect the strategic plan of our organization and meet the learning needs of our employees. 15 © SHRM 2009

16. The Training Budget Management wants to know – How much is this going to cost? 16 © SHRM 2009

17. The Training Budget Fixed costs: > Those costs that remain the same no matter how many individuals participate in the training. Instructor’s salary. Marketing/information distribution. Variable costs: > Expenses that will vary depending on the number of participants in the training program. Printed hand-outs. Lunch for participants. 17 © SHRM 2009

18. The Training Budget Direct costs > All of the expenses involved in putting together the training program: Course development or purchase. Printing. Equipment rental. Costs of needs assessment. Evaluation of training. 18 © SHRM 2009

19. The Training Budget Indirect costs: > Less obvious expenses, not directly related to the training: Overhead. Administrative and clerical salaries. Employee fringe benefits (25 percent of salary). Productivity loss. 19 © SHRM 2009

20. Are Employees Paid During Training? FLSA: Nonexempt employees must be paid for training time unless all four of the following requirements are met: > Attendance is outside of the employee’s regular working hours. > Attendance is voluntary. > The training is not directly related to the employee’s current job title. > The employee does not perform any productive work during attendance at the training. ( SHRM, 2008) 20 © SHRM 2009

21. Training Costs Trainer’s salary. Trainee’s salary or wage. Materials and supplies for training. Development costs. Consultant’s or contractor’s service fees. Travel and living expense for trainer and trainees. Transportation. Equipment costs: Audiovisual and computer. Support costs: Hours spent by clerical staff and managers Postage, misc. Lost production (opportunity costs). 21 © SHRM 2009

22. Training Budget Organization: Year: Department: Submitted by: Annual training allotment: 1st Quarter Training Budget Item Description/ JustificationQty. Unit Cost/RateTotal 1Courseware development $0 2Courseware purchase 0 3Certification 0 4Train-the-trainer 0 5Hardware purchase 0 6Facility rental 0 7Instructional materials 0 8Technical equipment 0 9Consulting fees 0 10Instructor fees 0 11Content acquisition 0 12Travel 0 13Per diem 0 Grand Total$0 http://office.microsoft.com/en-us/help/HA011228731033.aspx

23. Training is Expensive $109.25 billion According to an estimate from ASTD, in 2006, U.S. organizations spent $108.25 billion on employee learning. 23 © SHRM 2009

24. The Training Budget Prepare a training budget for your project. 24 © SHRM 2009