Training Module

Standardized or self-contained segment that with other such segments constitutes an educational course or training program. A training module is built on a series of carefully designed learning experiences.

Creating Training Modules:

To prepare Basic Training Module An end that can be reasonably achieved within an expected time frame and with available resources. Tools that underlying all planning and strategic activities, basis for policy and performance appraisals.

Questions to consider while designing the Training Module Effective Tips   to ensure that created module is effective ex. (Utilizing Social Media in a Small Business, Corrective vs. Adaptive Maintenance for Your Business)

Needs Assessment:
What existing knowledge do they have?
What are the learners job related needs?
What is the gap between what they know and what they need to know?
Training Implementation:
Are all training resources prepared and details regarding the training addressed?
Are the selected trainers ready to do the training
Training Development:
What appropriate activities need to be developed?
What content needs to be created ?
What formative and evaluation  instruments need to be created?
The Learners:
What do they need?
What do they expect?
How can training meet their learning needs?
How can I as a trainer help them meet learning needs?
Training Design:
What learning outcomes will meet the learners needs?
What resources are available?
What kind of training plan needs to be created?
What are some potential challenges to this training?

A-ssessment – What do your learners need to know to accomplish job-related tasks?
D-esign – What will your training module look like?
D-evelopment – What content learning methods, and resources will you need?

Assessment (Characteristics of Learners)

Need to know: The learners want training delivered when “THEY “ need it, when they are ready and wanting to progress to a new task or a new stage

Self- Concept: The learners have a desire to be recognized by instructor as independent and self directed.

Life Experience: The learners expect the instructor to recognize their prior accomplishments and knowledge.

Task Centered and Practical: The learners feel that the training should help them meet job related needs.

Internally Motivated: The learners want to be largely (but not exclusively) driven by internal rewards and not for e.g., grades or marks.

Trainer Notes: Detailed explanation with questions from the students and trainer.

Class Discussion: conversation with questions posed to elicit thoughtful responses from learners.

Games: Competitive activities that allow learners to test their knowledge and skill in the subject.

Small Group Exercise: 4-6 people answering questions or solving problems together.

Role Plays: Smaller group designed for more intense discussion and problem solving.

Instructional Plan: a map that outlines the design of your training module and includes the ff.:

  • Training Program Title
  • Overall description of the training
  • Learning Outcomes
  • TargetLearners
  • Length of training
  •  Content Outline : (Major topics to be addressed, Brief description for each topic, Identification of learning methods used.)
  • Development
    Training module  is built on a series

    • Have you taken into consideration primary content, i.e., one-to-one conversation  / personal experiences / feedback?
    • Have you provided enough information and learning experiences for trainees to accomplish the stated learning outcomes?
    • Is there a balance of interactive, independent, and instructor led training experiences?
    • Is there enough detail to allow a trainer to use the content outline to teach the training program?
    • Develop learning experiences based on a specific learning outcome.
    • The learning experience should be appropriate to the learning domain as well as for accomplishing the learning outcome.
    • Use variety of learning experience.
    • Allow for questions and student-to-student interaction in each learning experiences.
    • Consider the constraints in facilitating each learning experience.

    Effective Tips:

    1. Personal Preparation
    2. Preparing the information: the first task is to determine what you have to teach and how you’re going to teach it.

      Figure out the skills that you need to teach. Write an outline of the specific skills you intend to teach prioritized those skills in the order they should be taught.

      Divide these skills into specific groups. (From your routine, organize the skills you need to teach into sets of steps, these groups should provide enough material for 2 hr. training
      increments, including an assessment at the end.

      Check for continuity and completeness. (Make sure that the steps you have chosen for each group include everything needed to learn a particular skill.

    3. Verbal Discussion
    4. Creating the class: Now you know what you need to deliver, you have to decide how to convey the information.

      – Design you presentation:

      ideally, use PowerPoint to design your presentation, take the time to write it down or type it up, making sure to double-space your lines for easy reading.

      – Read through the presentation as though you had never learned these skills before. Makes notes for addition , changes , screen shots.

      – Run through the information again:

      Ask another trainer to look over your design and give you feedback, if anything is unclear or left out, this is the time to fix it.

      – Write the training guideline:

      Training notes should be written with instructions for the trainer in bold letters. For the Title, use font size 32/36 and you can use fonts like Mercedes (Headings/Bookman Old Style/Book Antiqua/Times New Roman.

      – Make sure that the font you use is large, minimum 16, and in an easy-to-read font, such as Calibri/Times New Roman, so that you can glance at it quickly and find it easy to follow.
      – “A picture is worth a 1000 words”. Use appropriate pictures which depict what you want to say.

    5. Keep it Simple:
    6. – Remember to keep it in order, keep it simple and easy to follow.

      – Make sure you have practiced the presentation several times (enough to become at ease with the program), and you will be assured of an effective training presentation.