Training Design Chapter #5

Learning Outcomes  By the conclusion of this discussion you should: å Understand the different kinds of training objectives and be able to write effective objectives for your training course. å Be able to design a training program to improve learning and transfer of training.

Training Objectives  Trainee Reaction  Learning Objectives  Transfer of training objectives  Organizational outcome objectives

Good Training Objectives  A – Audience  B – Behavior (desired outcome)  C – Condition  D - Degree (standard)

Objective Writing Exercise  PART #1 å Take 5 minutes and write your own objective statement. Use all 4 components (audience, behavior, condition, degree). You can use your training topic or a hypothetical one.  PART #2 å Break up into groups of 3-4 and switch objective statements. Read, critic, and help revise the objective statement for your group member. å Select a spokesperson to read two of the best objective statements from your group.

Why Write Objectives?  Trainee: å Understands requirements & expectations å Reduces stress å Focuses attention å Increases chances of achievement goal-setting theory – motivation

Why Write Objectives?  Training Designer/Trainer/Evaluator: å Guides design å Maintains consistency å Facilitates learning process å Guides evaluation process

Design Constraints  Organizational/environmental constraints å Budgets å Employees involved å Regulations/laws å Technology  Trainee Population å Diversity of KSAs in training group å Negative attitudes regarding training/topic

Evaluating Costs Results Costs!!  Determine if Results will be worth the Costs!! å Cost-Benefit å Cost-Effectiveness Cost savings analysis Utility analysis

Cost Estimate  Development Costs å Materials (20 trainees x $100)$2,000 å Trainer/developer time $80)$3,200  Direct Costs å Trainer’s time $80)$1920 å Food/beverage (20 $20 each)$ 400 å Material/equipment (projector rental, markers, etc.)$ 250  Indirect Costs å Marketing $ 100 å Administration (20 $10)$ 200  Participant Compensation å 20 employees $10)$4,800  Evaluation Costs å Evaluators time (40 $80)$3,200 å Materials$ 250  Total$16,320

Cost/Benefit Analysis  Results – Increased productivity by 20% å In an regular 8 hour day, each employee now produces 96 parts instead of 80 parts. å (8hrs *$10)/80 parts = $1.00 per part å (8hrs *$10)/96 parts = $.83 per part å $.17 addition profit annualize over 1 years production of 26,880 = $4,570 per employee å (20 *4570) = $91,400

Learning: Focus on Trainee  Individual differences (KSAs/culture/etc.)  Motivation levels å Individual expectations å Expectancy theory å Classical/Operant Conditioning å Goals/goal setting

Learning: Focus on Design  Social Learning Theory å Attention/Expectancy Eliminate distractions Attract attention å Retention å Symbolic Rehearsal/Behavioral Reproduction  Reinforcement

Transfer of Training  Positive transfer  Negative transfer  Zero transfer

Transfer of Training  Conditions of practice: å Massed vs. spaced practice å Whole vs. part learning å Overlearning  Identical elements/maximizing similarity  General principles

Transfer of Training  Other Consideration: å Knowledge of results å Relapse prevention å Goal setting

Organizational Intervention  Support å Supervisor å Peer å Trainer  Reward system  Climate/Culture

Outcomes of Design  Understanding the various factors that facilitate learning and transfer  Identification of evaluation objectives  Identification of alternative methods of instruction

Conclusion  Training design takes the elements of learning styles and motivation and applies them to the training program.  Writing thorough, complete objectives is a necessary design step with many benefits.  Well designed programs will increase learning and ensure transfer of training.