Training Design Program - Coursework Example

Training Design Program Introduction Difference is diverse and existing perspective in all organizations (American Society for Training and Development, 2008). Consequently, Change management is becoming a key concern for many organizations. The business world is rapidly changing in terms of business expansion, modern technologies and latest means of accessing and sharing information with global business entities. However, the internal atmosphere of organizations is becoming more important as organizations experience different shades of diversity; for example, age diversity, cultural diversity, personality diversity and other forms of diversity are becoming a major concern for organizations and this situation calls for effective change management strategies and tools for the organizations. Without having effective change management strategy and framework, employees fail to meet the required type and level of performance and productivity instead rivalry, stereotyping and other similar factors put negative effect on the entire workplace environment. Keeping this view in mind, this paper attempts to train trainers with the latest change management strategies. Training site Training venue is of colossal importance for training programs (Kroehnert, 2000). Class room based learning would be a reasonable training site for the trainers. The selection of this site is based on the premise that the overall objective this training session is to improve the skills and understanding of the trainers relating to the concept of change management by keeping in view the modern changes affecting the workplace environment. In this site, regular class-based lectures would be given to the trainers in which change management in the modern business era would be shared with the participants. Selection of trainers Qualified PhD trainers will be hired for providing training and development sessions to the trainers on the topic of change management. While selecting trainers, certain selection parameters would be considered: first, only PhDs will be called for interviews and no under qualified would be selected; second, at least 20 years of practical training and development experience would be expected from the potential trainers; third, the potential candidates should have diverse experience as it would be highly appropriate to justify the requirements of the training and development program. In this regard, it is reasonable to elucidate that the condition for diverse experience will enable the trainer to understand the potential requirements of trainees as they would also be representing different industries. In order to cater their needs and expectations during the period, it would be highly effective to hire the diverse trainers for providing training to the trainers. Additionally, the diverse trainers should have experience in academic institutions and in certain commercial organizations. Learning theory for training preparation Training makes people and organizations effective (Goad, 2010). Change management within the modern business era would be the key learning theory which would be taught during this training and development session. In this regard, it is important to mention that change management for senior management, middle management and lower management would be further categorized in the training and development session. However, this entire training program would not be restricted only to the training of trainees instead development aspect would also be carried out in which the trainees would be given practical mock exercises and real time situations so as to test the application of theory learning from the training process. For example, interactive sessions would also be conducted in which the participants would be encouraged to provide their feedback and share their personal and observational experience about the topic and its related themes as well. And this would create positive atmosphere in the training sessions (Saks and Haccoun, 2010). At the same time, it will motivate the participants to contribute in the learning program (American College of Sports Medicine, 2014). At the same time, the development sessions would be developed through consulting with the trainers and additional research involving the latest requirements pertaining to the change management would also be ensured. This is important as the prime objective of this exercise is to generate that program design that enables the trainers to grasp the sense of change by keeping in view the workplace environment. Options and rationale Training is essential and integral part of today’s organizations (Rosania, 2001). Rationale for understanding change management is of central importance for adult learners. Before going to commence this training program, it will be highly essential that the trainers get accustomed with the concept of change; this is important for adult learners as it would enable them to understand the complex world operating inside change. Thereby, in order to manage change, it is highly essential that participants must enter into the world of change. After entering into this world, then they would be in a position to learn the art of management which will be applied to change; and this would collectively be understood by observing and understanding the workplace climate as well. In this regard, it is important to mention that the workplace environment has considerably changed and this change is mainly caused by globalization which has brought different new concepts, such as diversity, discrimination, stereotyping and workplace ethics, productivity and performance. Curriculum road map First change will be thoroughly discussed. In this session, the prime focus would be highlight, understand and critically evaluate the different dimensions of change. Subsequently, the concept of management would also be elaborated. In this regard, it is important to mention that the descriptive sessions would be of little value for the trainers instead more focus would be critical reading and understanding would be focused. This focus would be highly useful for the trainers as it would enable them to work on those grey areas inside the world of change that are yet to discovered and further evaluated. This approach would enable them to understand the change management in an unconventional way. And this unconventional way would enable trainers to develop such learning and teaching approach that can be easily applied in different workplace situations and environments as well. Subsequently, diversity, discrimination, personality types and workplace ethics are those factors that have gained importance along with the concept of change management. The alignment of change management would be made with these concepts as they are highly relevant and real in the workplace environment. Pre-and post-training activities Theoretical and practical demonstrations would be applied in the pre-and post-training sessions respectively. In the pre-training sessions, the participants would receive conceptual learning about change management; in this process, the participants would observe and learn this concept from scratch as it would enable them to refresh their understanding about this topic. For example, they would be asked to provide their input about this topic and its significance and relevance in the workplace business environment. In this regard, it is important to mention that their initial feedback and understanding would be highly useful as it would enable the trainers to assess the current level of participants with regard to the concept of change management. Subsequently, in the post-training sessions, practical demonstrations would be provided to the participants where they would be given an opportunity to apply their knowledge and understanding learned in the pre-training sessions. In these sessions, particular focus would be given to those workplace issues which are commonly experienced by the firms. For example, in order to avoid discrimination in the performance appraisal process, the participants would be asked to provide their feedback about this issue and provide certain methods that can be used to avoid this problem. At the same time, in case discrimination has already taken place, what measures would be appropriate to mitigate the subsequent effects on the workplace environment and on the affected employee as well. In this regard, the participants would also be asked to provide a rehabilitation framework and process which can be used to assess and eliminate the effects of the discrimination on the affected employee. Assessments and group projects Assessments and group projects will be to assess the outcome of training design. It is a common approach that every program and certain objectives which are developed at the beginning and whether they are achieved or not is assessed at the end of every session. Keeping in view this framework, the assessments and group projects would be used for assessing the outcome of the program design. For this purpose, a series of assessments would be carried out which will determine whether the program has attained the specific goals of the project. At the same time, the group projects would also be carried out in which participants would be divided into groups and each group would be given a particular assignment and they would be required to work on the assignment and submit the required feedback and performance on the assigned topic. For example, a group would be constituted and would be assigned to carry out the project and complete the project objectives in which they would be required to perform different organizational roles and each participants would be required to note down the level of performance including positive and negative aspects relating to the performance and they would be required to submit that report to the trainers. This would enable them to understand the different concepts in a real business world situation where observation, personal understanding and personal experience would be applied by the participants and such applications would be the key to assess whether the group objectives and program objectives are achieved. Levels of management support for training Management support would be essential for attaining the training design program. For example, the management would be asked to provide necessary financial resources so as to smoothly carry out the process of training design program. In this regard, it is highly important to highlight that the role of management support would be key in this entire exercise as it would enable the trainers to determine the training design program objectives and subsequent events that would be incorporated in the training and development session. Assessment of training program success Every training and development program attempts to strive for attain certain objectives. It is achievement of the pre-determined objectives which are pursued throughout training and development program. For example, strategic objectives are developed to achieve the certain objectives from the entire training and development program whereas the goals are determined for achieving objectives from the subsequent units which are carried out throughout the training and development programs. For example, at the beginning of this training session, the initial feedback and level of understanding would be noted and recorded. And after the end of the training sessions, assessments and group projects would be carried out. And the subsequent outcome of the assessments and group projects would be compared with the initial feedback and level of understanding of the participants relating to the change management. This comparison would be used as a yardstick to assess whether the objectives have been achieved or whether the training and development program is successful. In this regard, it is important to mention that success would be measured in three different categories. First category would be relating to the individual level success, project level of success and training and development level success. And for each category, different success assessment would be determined and applied as well. For example, for assessing the success of project level performance, specific goals would be ascertained prior to the start of the project as this would enable the trainers to record individual and group performance during the entire phase of the project. Job aid Change management has become an important critical area for today’s businesses. As globally businesses are getting more diverse, change and its related effects cannot be avoided under any circumstance. In order to satisfy this requirement, following individuals would be required for the position of trainer to provide training and development sessions for the period of 3 months. It is expected that the trainer should be PhD in the change management and should have 20 or more years experience in change management from academic and business world as well. At the same time, the potential candidate should be able to design a comprehensive training design program as well. References American Society for Training and Development, (2008). Train the Trainer: Training Programs: a compilation of basic workplace learning. Miami: American Society for Training and Development. American College of Sports Medicine, (2014). ACSM’s Resources for the Personal Trainer. 4th ed. China: Lippincott Williams & Wilkins. Goad, T.W. (2010). The First-Time Trainer: A Step-by-Step Quick Guide for Managers, Supervisors, and New Training Professionals. 2nd ed. New York, NY: AMACOM. Kroehnert, G. (2000). Basic Training for Trainers. 3rd ed. New Delhi: Tata McGraw-Hill. Rosania, R.J. (2001). The Credible Trainer: Create Value for Training, Get Respect for Your Ideas, and Boost Your Career. Alexandria: American Society for Training and Development. Saks, A.M., & Haccoun, R.R. (2010). Managing Performance through Training and Development. 5th ed. Ontario: Nelson. Read More