Applying appropriate techniques and measures for this development training will eliminate lost time. Identify the specific skills for job performance that are needed to improve performance and productivity.
Analyze the public to ensure that the program is suitable for their specific degree of study, their experience, and skills, as well as their personal motivational attitudes.
Use research to develop measurable objectives of knowledge and performance.
Development Training Instruction Design
At this moment it is determined what (content), how (techniques and aids), when (dates, times), to whom (the group), who (instructors), how much (budget) all of it is involved in development training.
Collect examples of objectives, methods, means, description, and sequence of content for teaching.
Moreover, organize them in a curriculum in accordance with adult learning theory and to guide the development of the program.
Ensure that the materials, for example, video scripts, leader guides, and workbooks of the participants, complement each other, are clearly written and serve for unified training directly adapted to the learning objectives that have been definite.
Handle with care and professionalism, all the elements of the program whether they are reproduced on paper, film or tape.
Development Training Validation
For the success in the development training program, consideration of the public of the audience is extremely important.
Introduce and validate the training before a representative audience.
Finally, base the final reviews on pilot results to ensure the effectiveness of the program.
This is the stage in development training that will give us the results to actually measure our strategy.
Moreover, it strengthens success through an instructor development training workshop. Additionally, it focuses on presenting additional knowledge and skills to the training content.
Monitoring And Evaluation
It is the final part that we will do through a simple evaluation, that our processes are working. Therefore, this will help us measure our return on investment in the training program that we detect in our staff.
Evaluate The Success Of The Program According To
Reaction: Document the immediate reaction of the students to the training.
Learning: Use resources for feedback, as well as previous and subsequent tests to measure what the applicants have actually learned.
Behavior: Write down the reactions that supervisors have to the performance of people in training and once the training is finished.
Results: Therefore, determine the degree of improvement in work performance and evaluate the necessary maintenance.
In any case, development training broadens the cultural perception and productivity of its participants and improves the competitiveness of companies, as can be seen in the following statistics. Following these steps, we will have a better control of our investment, but even more of our strategies and processes, being able to return at any point to check if we are stopping doing something or doing different things that give us different results.