THE TRAINING PLAN

THE TRAINING PLAN

1. Why you need a plan?

   • Successful businesses
     • Detailed plan with goals
     • Feasibility evaluation
     • Resources need (money, time, expertise)
     • Obtaining and utilizing resources effectively
     • Calculating potential return on investment
     • Identifying possible obstacles
     • Action plan and checklist
     • Making significant change to original ideas
     • Children’s clothing store
     • Small restaurant
     • Gardening businesses
     • Web design and publishing companies
     • Bookkeeping firms
     • Day care program
   • Importance of planning in organizations
     • Need for productive work and retaining top perform
     • Wasting resources on haphazard training
     • Costly programs without meaningful goals
     • Risks and negative outcomes without planning
   • Planning process for instructional designer
     • Identifying the need for change
     • Outcome analysis
     • Importance assessment
     • Evaluating training as the best approach
     • Execution step from idea to reality
     • Rosemary Caffarella’s perspective on planning

2. Planning Instructional Program

   • ADDIE
     • Usages
       • Guide an organization’s entire training effort
       • Provide training for a team
       • Plan a training program to meet one specific need
     • 5 Steps
       • Analysis
         • What change is needed
         • How important it is
         • Whether there is easier, less costly way than changing to achieve it
         • Can’t be skipped
       • Design
         • What people will be able to do after the training is completed
         • The training methodology
         • The content the program will cover
         • The activities will be used to help people team
       • Development
         • Manage the development
         • Purchase things needed for the training program -> the most time-consuming part
         • Make sure everything works as planned
       • Implementation
         • Schedule training
         • Arrange for equipments and facilities
         • Deliver the program
       • Evaluation
         • Important part
         • Make sure that training relevant, effective
         • Provide good return in investment
         • Improve existing training programs
         • Develop more effective future training programs

3. What to consider when using ADDIE?

   • Analysis
     • Identify the training needs and objectives
     • Conduct a thorough analysis of the target audience
     • Determine any constraints or limitations
   • Design
     • Define the overall structure and scope of the training plan
     • Develop learning objectives and outcomes
     • Determine the training methods, activities, and resources needed
   • Development
     • Create or select training materials and resources
     • Organize and sequence the training content
     • Develop assessments or evaluation tools
   • Implementation
     • Deliver the training sessions or modules
     • Ensure clear communication and guidance for participants
     • Provide necessary support and resources during the training.
   • Evaluation
     • Assess the effectiveness of the training plan
     • Collect feedback from participants and stakeholders
     • Analyse the results and make improvements if needed