Houston workplace examiner anchor, Gloria Towolawi delivered a presentation in Houston today on “Top Eight Design Framework for Training Intervention”, a practical framework to guide training personnel’s in corporate training efforts in designing training intervention programs”. The framework is discussed below.
1. Identify Performance Problem
It is important to clearly identify the problem a training intervention program needs to address. This forms the bases for designing the program and evaluating the outcome or effectiveness of the training program. Problem identification help ensures that resources are focused on specific performance issues.
2. Analyze Performance Problem
When employees already know what is needed to know, training is never a good choice. Hence, it is important to ascertain that training is indeed required. Such performance analysis must reveal that the employees concerned do not have the required skill needed to meet performance expectations.
3. Describe the Desired End State
The purpose of this step is to create a clear picture of what good performance ought to be. It is helpful to describe the desired behavior expected as a result of training intervention. This could be in form of an expected behavior an employee needs to exhibit as result of attending the training or a test either verbal or written that shows that the employee will meet performance expectation at the end of the training program.
4. Understanding the Task Requirement
The more a training intervention designer understands the task, the better equipped he or she is able to design an appropriate intervention program. Understanding the task involves knowing the steps, equipment and operations. It also involved the criteria for good performance standard in other words, the standard by which performance is judged as good or bad. Vital documents such as task analysis worksheet, conditions of performance and a list of common errors are also required.
5. Learning Need Analysis
This task help to determine what kind of learning is required and narrow the options in the program development to the most appropriate and effective ones. By understanding the kind of learning required for good performance: choice of materials, approach and determination of duration becomes easier.
6. Determine the Approach, Media and Technique for Intervention
This step helps to develop a guide for intervention. It is important to get a clear picture of what the training program will entail before materials are gathered and activities developed. This step involves identifying activities and determining their objectives. It also involves identification of bodies of knowledge and sequencing them. Choice of equipment, tools and procedures, as well as determination of strategies for effective learning- techniques, media, and materials will be made at this stage. It is important to note that the choices made at this stage must be in accordance with available facilities, time, and budget.
7. Develop Intervention Program
The intervention development task puts learning experience together is a way that ensures recipients are able to behave in the desired way or perform the final test. The content details that go into this development will depend on the background of the proposed facilitators and the focus of the intervention. The more experience the facilitators are, the less detailed the program need to be. However brief the material are, they must contain enough detail to guide all users in the right direction.
The major document in this step is tested guide materials for facilitators and recipients of intervention. The criteria against which the material should be tested are relevance and adequacy of content to the learning required. Also there should be opportunities to practice in other to ensure required learning and feedback reinforces correct behavior.
8. Performance Aid Design
Since the intervention program was designed to improved performance in the workplace, the true test of the effectiveness of intervention is how well employees are able to use their training to improve performance. It is therefore important to design something that will help employees to transfer learning to their jobs. These aids could be in form of cue to remember steps, examples in a procedure or to clarify decision taken. Such aids should be simple to understand, easy to use and consistent with new learning.
The above steps will help a training practitioner to be confident, able to handle the process of designing intervention program.