Training Design Flowchart
The first article is about determining if training is even required at the firm. Cathy Moore is the author of the article and she has several years of experience in training and developing. In the article Cathy discusses ways to determine if training is needed by asking questions based on a flow chart that she created. The most practical application of this information in the workplace would be implemented by management. The first thing that needs to be done is to identify the issue that needs to be addressed. She uses a pretty thorough flow chart that focuses on the behaviors of workers, business goals, and several other aspects used to analyze the firm’s specific situation ...view middle of the document...
There are several approaches and methods that can be used for this process (Mathis, 2014). The second article that I selected focuses more on the delivery of the training once designed. The author puts an emphasis on formal training (at a physical location for a set duration). Delivery of information can also be done online but this article focuses specifically on training groups of individuals at a physical location. The article outlines the steps that should be taken to ensure a productive and successful training event.
After welcoming participants and going through introductions it is important to elaborate on how the training seminar will function. Which is where you make sure participants understand the course objectives, what you see as the deliverable s, and their part in in the process (Brewer, 2013). There are a number of things to consider such as the room layout (how chairs and tables are set up), technology that is needed (laptop, projector, microphone?), and providing refreshments just to name a few (Brewer, 2013). However, since all of the previous mentioned information is related to external training that would be handled by a third party; the employer may opt to train internally which would require a much more hands on approach by management. I find it interesting that companies rarely have training seminars that are internal. I feel that it would be more meaningful and it would create a valuable platform in which the average employees can interact with the top performers directly or indirectly (through effective training design).
Brewer, D. (2014, May 30). Basic Rules for Delivering Training. Retrieved July 15, 2015.
Mathis, J. N. (2012). Human Resource Management. Cengage Learning.
Moore, C. (2013, May 7). Is training really the answer? Ask the flowchart. Retrieved July 15, 2015