Effective Training Program Design Guide
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ScribdTranslationsEffective Training Program Design Guide
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ScribdTranslationsProgram Design
de Treinamento
Training Process
Diagnosis
(necessity
des)
Assessment Drawing
two do
results Program
Application
do
Program
Teaching Strategies
Drawing - It is the development of the project or program of
training to meet needs
diagnosed.
The secret of great success lies in
work of a large team.
Training Program Design
Who should be trained? Training
How to train? Instructional methods or resources
What to train in? Subject or content of the training
For whom to train? Instructor or trainer
Where to train? Physical location, body or entity
When to train? Time or schedule of the training
Why train? •Objectives or expected results
Resources
Technology is influencing training methods and
reducing costs.
✓Audiovisual resources: images, audio information, CD and DVD;
✓Teleconference: audio and video;
✓Multimedia technology: integrates audio, video, and text;
✓Posters, maps, photographs, objects, among others.
Care in excessive use
Training Execution
It is guided by the training plan and assumes
always the facilitator-participant relationship and the people
are situated at any hierarchical level.
On-the-job training: internal formal or formal
external; and
Distance (E-learning).
Factors that can affect quality
of training execution
Instructor qualification;
Selection of participants (knowledge, motivation);
Quality of material and techniques;
Administrative support; and
Cooperation of the managers.
The most commonly used training programs by organizations
Training strategies
Exposure: Prior knowledge about the subject must
be considered and can be taken as a starting point.
Content with the participatory involvement of the participants
through examples and seeking connections between the experience of
life.
The strength of this strategy is dialogue, with space for
questions, criticisms and resolution of doubts. It is
it is essential that the group discusses and reflects on what is
being treated, so that an integrative synthesis is
elaborated by all.
Group discussion:
•ROUND TABLE/GENERAL DISCUSSION
Discuss or reflect on a theme or problem situation;
Obtain the participation of everyone;
Reaching a participatory decision and, when possible,
unanimous;
Encourage participants to take responsibility.
Participation in the decision is a guarantee of collaboration.
Phillips 66/ DISCUSSION 6/6
Students are divided
Groups of 6 members.
For 6 minutes, they can discuss a
subject/theme/problem in the quest for the proposition of a
provisional solution.
A synthesis can be made with the solution agreed upon by
group and explained to the others for another 6 minutes.
GV-GO
GV = valuation group
GO = observation group.
It consists of dividing the group into two subgroups.
The first group is the one that will discuss the theme in the first
phase, and the second observes and prepares to replace him.
In the second phase, the first group observes and the second discusses.
a fairly easy and informal technique.
After the discussions, the coordinator may present a synthesis of
subject debated. It may initially be marked with a
synthesizer
Demonstration:
✓Suitable for teaching
of manual or routine skills;
✓Repetition of participants;
✓Performance feedback.
Operation of agricultural machinery
Case Study: The case is brought to meetings and discussions.
enabling participants to analyze the facts through
of criticisms or solutions. Base the decision-making.
Dramatization: Representation of real situations in a way
simulated
Resources Execution
Space Environmental Study
Script/Theme Selection of Characters
Video Planning
Rehearsal Set the scene
•Games: Teaching tools based on mechanics
of games
Resources Execution
Objects/Materials Division of the groups
Dynamics Develop strategies
Exercises Define the rules of the game
Case study Establish the ideal duration
Readings: The most used technique to transmit information
in training programs.
One-way communication
Present in most programs
•Programmed instruction: It can be computerized or through
of books and the trainees learn at their own pace.
Initial information Student reacts
(stimulus) Student learns
(answer)
The answer is
compared to the The correct answer is
New information
certain reward (reinforcement)
Bibliographic Reference
•CHIAVENATO, Idalberto. Training. In: Idalberto
CHIAVENATO. People Management. 3rd Edition. RJ, ELSEVIER,
2008, p. 365-391
Text extracted from the book People Management: Focus on
professional papers (2001) ch. 6