Overview: Training-needs are identified. Current training programs are assessed and missing needs are identified. New skills required to support the change are identified. Course needs are determined and target audiences are examined.

Considerations: Existing training programs should be considered, if applicable. Employees’ previous training should provide insight into what type of training is required for each type of change. Enlist the assistance of experienced instructional designers. Who has developed successful training in the past? Why is the training method important? Once the training is delivered, will it ever be used again? What level in the organization does the training target? Are there any language barriers that need to be considered? Will the participants have access to technology, or PCs?

Practices:

  • State to the Farmers and Scientists “This task creates a curriculum so the training will be well coordinated, organized, and effective.”
  • Schedule meeting with training experts or functional experts.
  • Prior to the meeting make a rough draft of possible course descriptions and objectives. Define the target audience for proposed training. Define the target audience for proposed training. Write down skills needed by the target audience.
  • Consider a variety of training approaches including: (1) Role play, simulation, or in-basket exercise (2) Demonstration presentation (3) Performance tryout (4) Structured discussion/debriefing (5) Case Study (6) Team tasks and group work (7) Brainstorming (8) Panel discussion (9) Structured note taking (10) Field trip and (11) Programmed instructions.
  • Gather input regarding the preliminary draft. See if existing materials already exist. Estimate cost of development and delivery.
  • Publish a report outlining preliminary findings.
  • Gain management approval of the training program prior to actual development of the material/course.