The phase of training design is a process of identifying the set of specifications that will be used in the development phase for creating training modules (Blanchard, Thacker, 2010). The first and an important stage of training design are to identify and develop the training objectives, training needs analysis, classification of organizational constraints and application of the learning theory; all these form the Inputs for the training design phase. The outputs of this process are facilitation of learning and training transfer, adopting alternative instruction method for trainee differences and evaluation. Training objectives have to be well defined to achieve an efficient training program.
Trainees have different comprehending capabilities, hence the training programs should be formulated to accommodate these differences and provide a positive motivation.
Motivation and learning are the two concurrent features of the training program. If the training lacks motivation, it is likely that learning will not happen. The training should impart knowledge, skills and the right attitude for effective learning and training transfer. Process theory of motivation should be applied in such case. First of the three theories is classical conditioning, where trainee gives non-voluntary response to certain signals, hence positive environment will have positive motivation on the trainee. The second is reinforcement or the operant theory which proposes a reward or a punishment for positive and negative outcomes respectively, motivating trainee to choose the positive methods. The third is expectancy theory, wherein the motivation is created in trainees by making them believe that successful learning can happen by self-effort.
Another most important feature of a training program is providing feedback. Indicating that the trainee could have done much better, hadn’t the task been such difficult, will boost up the self-esteem of the trainee and motivate to do better. All these encourage an efficient training.
References
Blanchard, Nick P., Thacker, James W., (2010). Effective training: Systems, Strategies and
Practices, fourth edition, Pearson Education, Inc.
