All you wish to know about L&D ( 2 Minutes series, Part 1)

When it comes to L&D , majority of the laymen who here this speaks about Delivery part only , this happens because content development which is 80% of the Training is handled by only 20% of expert and inturn delivery which is 80% communication method is given thrust by laymen.

Any Training for that matter is designed by 5 step process namely ADDIES and Instructional design. ADDIES is the process and I.D is the method .

ADDIES Stands for

ANALYSIS – Where the Team analyses what the requirement is. The process uses tools like TNA Questionnaire . TNA Stands for Training need analysis. This requires interview with the client and candidates to get to know the requirement of client and the present status of the candidate.In short GAP Analysis.  GAP Analysis is done in understanding the knowledge gap , absorbing capacity and the type of audience. This will help to decide on the type of training to be used ( Andr/Pedagogy) etc .

Second is based on the ANALYSIS we have to start Designing

DESIGN – Design stage is the one where we start prototype designing. This is nothing but the structure of the training content. Once the same is designed refer to the client / SME and start the Story board development.

Thus we move to the third part which is DEVELOPMENT.

DEVELOP – In this stage we have to develop the story board with the help of SME ( Subject Matter Expert)  Story boards are the skeleton to develop the entire content of the program we have to fill in the same and develop the content.

Once the same is done the story board moves to graphic designers who will add on the components providing visual effects as per story board after understanding the need of the content.

IMPLIMENT – Once the same is developed we have to design Learner notes and Trainer notes ( Based on need) Trainer notes are meant for delivery team it incorporates details like when to ASK – TELL – SHOW etc of the delivery. Trainers are trained with the trainer notes to ensure the standardization. And certified to take trainings, involving the SME during the certification will be useful.

This will be delivered to the team and then starts evaluation

EVALUATION : Trainer evaluates the candidate profile and then trains and again tests the candidate which will help to get an idea on the learning part . the extend of gap filled can be analyses using this. The Response of the candidate during the training is also measured to understand the impact of variables in learning. Two other factors measured are behavioral change based on the improvement in the process a candidate follows and the last is result. Hence the four major factors coined by KIRPATRICK helps to evaluate the training.

Once the training is evaluated the next will be filling the small GAPs which need to be addressed through individual attention. The same we call SUSTENANCE.

Thus completes the Cycle of Training process. Having said all these it is important to understand the ROI from training  and many companies fails in assessing the training as a result they take it as useless investment during the tough times of the industry pushing them to more tougher levels. Next part will speak to you on the measurement of the Training in short ROI from a training.

To be continued...

"Please feel free to write in case any clarifications required".

Regards

Vijay