It’s time to design a training program if the needs assessment has been completed. Not until then.
Once the needs assessment is complete the output from the assessment is used to create learning objective.
Learning objectives define what we wish to accomplish, the content to be trained, and the ultimate outcomes of training. Listen in to the podcast as we cover Training Program Design in more detail.
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17. November 2007 at 23:17
Now, we’re only creating the needs assessment, not the training program correct?
I honestly feel that I’m not getting it on how to put this needs assessment together, tech wise.
Is there a sample one in the book somewhere?
20. November 2007 at 01:54
Trying to put together a fictional training program is hard!!!!!!
I am using my work as a basis and I still find it difficult to put it together.
I think the book and the podcast do a great job of explaining how to put one together and in the proper steps but it is hard to put all the information into usable terms for the final project.
23. November 2007 at 05:38
Seems as though the three of us are in the same boat. syninthecity, there are two examples of a training proposal in the book, go to Chapter 9. Use it to help you create your fictional proposal. Each part that we need is listed and explained. I hope that helps you.
hkhoosier. I’m using my work as a foundation as well. The book and podcasts do help, but your right it is still hard.
I’m using Chapter 6 a lot to help me creat the lessons in my final project. This podcast helped quite a bit.
I just hope I’m going about it correctly.
10. December 2007 at 02:15
kevinmhuff,
I like how you explained the difference in the philosophy and the mission statement. I also liked the difference between ADIE and ADDIE. The Human resource manager I work with uses ADIE and I hear this all the time. I was very glad to hear it again.
10. December 2007 at 02:31
In the needs assessment section I found the process of who to train and what to train. Also who needs to learn what, why and in what dept., and what is the priority important. I also found the 2 systematic approaches good. The systems approach examines the people, task, and the organization. While, the learner centered puts the learner in the center of the learning.
13. December 2007 at 06:03
The Addie and Adie I have never heard before. It is amazing because I have been in Human Resources for 8 years. My job is most unusal HR job. The Mission Statement and philosophy differences made sense to me as our company is big on the Mission Statements.
15. December 2007 at 17:16
It was good to find out how we are using the needs assessments we did are going to be applied here with the training program design. The training design funnel shows us are we are going to put it together. I agree with jasonbailey and his perception of using outsourcing of training. Cost is a big issue. Deciding to outsource is very important and if you are experienced enough to write the proposal or the time and cost. To find out if the evaluations used weather the learning outcome was achieved was useful. The use of the learners guide was good and even being able to use it with outsourcing. The example jasonbbailey mentioned of using it even with a new trainer was nice.
10. February 2008 at 13:50
I thought it was good to see how the Training Needs Assessment gets used in this next step of the process. It’s nice to see the information you gathered during the assessment is now put together to design a program to fit the needs of both the trainee and the corporation.
14. February 2008 at 21:15
The Leader’s Guide is always useful to have on hand. It cuts down on the amount of time it takes to train individuals and it allows the individuals to read the information at their leisure to gain more insight.
14. February 2008 at 21:20
I found this chapter a little hard to follow. The training design is going to be my downfall. It was nice to know that the needs assessment output is the input for the training design. I hope to receive more information that will assist with me with the training design.
17. February 2008 at 21:01
This chapter was a little difficult to comprehend and follow, but with the help of the podcast, I am understanding it better. I was having problems understanding the different models, but the podcast helped me understand it more thoroughly.
Thank You for taking the time to do the podcasts! Hope to learn more!
-Sara
17. February 2008 at 23:46
I am going to school to work in Human Resources and I am now feeling that I do not know as much as I could reading about ADDIE for the first time. Could you recommend any other information or books that I might greatly improve my knowledge and understanding of the actual field work so to say.
HeatherMcCu
21. February 2008 at 22:07
This part for me was kinda difficult to follow. The podcast has helped me better understand strategic training, informational training, and operational training and their differences.
Nate
5. March 2008 at 12:55
This is really overwhelming to me. After reading the chapter for the 3rd time…and listening to the poscast I am still struggling. I usually catch on fairly quickly, but this seems like a LOT of information crammed into just a few weeks. To me, the outline that was given for our trainer proposal seems more like a research paper than anything else. I thought I was going to actually create a training program. I have been discussing it with my boss and everything. I know that there are different steps in designing a training program…but I don’t feel like that’s what we are doing. Am I wrong to think this? I was planning on implementing more informational and operational training in my design, but it seems to me like its going to be a research paper…not an actual program.
19. March 2008 at 12:40
I’m in the same boat as everyone else. I don’t know why I’m having a hard time putting it all together. Sometime I feel like I’m writing a lot of the same thing twice…oops! I’ve been using my job as examples and ides and for some reason it is not all coming together =( I’m getting close though! ha-ha I agree with tiffanypolzin…
19. March 2008 at 17:39
I may be wrong, but I really don’t see the difficulty in this.
If there is a problem, there will be a need assessment.>Then is the time to design the training program that most certainly will contain the objectives needed.>It should have all the content required, and the outcomes will display themselves over time.