Training module key in training process

January 13, 2022

PAUL NYAUSARU

 

The role of the module designer is critical and has to be well taken care of if training is to take place in an orderly manner.

This week I will explore the procedure for coming up with a training module.

 

Define the training needs

The purpose of this step is to define the human process requirements in terms of learning needs. In the given topic, the module designer has to ascertain which sub-skills he/she wishes to concentrate more on.

In so doing, there is need to identify constraints and localisation issues.

The module designer is required to read as much as possible on the area of training.

He could refer books or even articles published on the Internet. He could also interview people who have adequate knowledge and experience in this regard.

This will give direction as to which sub-topics come under the purview of the given one.

From this vast database, the designer decides which sub-topics to include.

 

Explore the learning options

Any topic could be taught, explained or demonstrated.

It is up to the module designer to select the method of facilitating the topic which gives the participant a better understanding of the subject.

Some topics could be dealt with simply like the way a teacher teaches in class.

But for others it becomes important that the trainer demonstrates the practicality of what he is delivering.

Sometimes it becomes necessary that the participants unlearn what they believe in so that they are able to fully comprehend the meaning of the message that the trainer wishes to give him.

In such situations, it becomes essential to introduce or explain the topic by a practical demonstration of the issue.

It could be in the form of a role play, case study, or maybe even a game.

The selection of the methodology of teaching depends on the module designer and the trainer.

If the designer feels that the topic is important and it is essential that the participants understand the topic in its entirety, then he is likely to suggest an activity for that topic.

 

Sequence the learning

Once the topics and the methodology of facilitating these topics have been decided, the designer now needs to sequence the topics and activities into a logical manner.

Every topic needs to be related to the previous as well as the successive topic. All the topics shouldn’t be cluttered up together such that they resemble a playing field.

Neither should the activities be so meagerly distributed that they bore the participants.

The purpose of this step is to design the overall flow of the training session.

Here, the module designer develops a logical flow for the learning process. He considers how best to deliver each session.

If the designer is working on the training module for any specific company, he could prepare a rough draft of the sub-topics covered and present it to the company representative, who could confirm what exactly the sponsor expects delegates to gain from the training.

 

Designing the overall course envelope

The term “envelope” is used to describe the whole set of performance criteria within which all the criteria for the training event covers.

It includes issues like — the objectives, the duration, how many people, residential or day course, trainer-led or e-learning, etc. This will include the following:

Learning Outcomes: It is important to confirm what exactly the trainer expects delegates to gain from the training.

Once this is clear, the overall design envelope could be fixed.

Duration: An important decision would be how long the course should last. In an ideal world you would collect your thoughts about what the course should include, arrange the topics for the best flow, and strike the optimum balance between theory and practice.

Once, you have done all that you might decide the duration of the course.

 

Start and end times

An important decision is when to start and end the course. We are required to be conscious of the normal working hours of the participants.

If you schedule the start time earlier than they are used to, people could drift in over an extended period, which makes it difficult to make a high impact start.

Similarly, if you plan to begin later than they are used to, you can expect people’s concentration starting to lapse, or some individuals needing to leave before the end because of travel.

 

Paul Nyausaru is an HR Practitioner and leadership coach. For all your HR interventions and leadership development training you can get in touch with him on WhatsApp/call +263774062756 or Email pnyausaru@gmail.com

 

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