Providing Training and Technical Assistance . Designing a Training Session . It can include learning on almost any subject in almost any way. Our focus in this section will be on training sessions in which people are learning together. We'll deal with trainings of all lengths, from a quick two- hour computer training session to one that takes place over several weeks . In the next few pages, we'll walk you through all of the early steps in designing a training session. We'll start with a better look at what training is, why you might want to create a training session, and who might be the best group of people to design it. Finally, we'll offer help in developing the content and goals of your training session. In general, this section will help you design the content of your training session - - a process done in the weeks and months prior to your training session. The next section will take you through the logistics of the delivery of the session itself - - what you do in the two or three days prior to the training , during the training itself, and as follow- up. A note of caution: Designing a training session is hard work, and if it's done well, it can be extremely rewarding. Before you get started, however, make sure there isn't already a training format in existence that your organization could borrow from or use wholesale. For example, the American Red Cross has mapped out session formats for its training sessions, such as First Aid or becoming an HIV/AIDS educator. Our point is that organizing and running a first- class training session is enough work. You don't need to reinvent the wheel. Because of the broadness of both this section and the next, we encourage you to pick and choose from the ideas we talk about in the coming pages, instead of using every idea as is. That way, you'll be sure to design a training session that is ideal for your organization's needs. What types of training exist? As we said above, there are a lot of different types of training methods out there. Some of the most common ways that people learn include: Training courses and workshops; Courses taught by universities and other organizations; Distance learning; Internships; On- the- job training; Orientation sessions; Peer- based methods; Self- directed learning; Tutorials; and. Large professional conferences, conventions, and retreats. What do you train people to do? As we said above, trainings occur on almost every topic you can think of. But for the needs of nonprofit groups, these trainings can be loosely grouped into two categories : general training sessions and mission- specific training sessions. Overview: This workshop enables your team to develop custom training programs and supporting resources to meet the specific learning needs of your organisation. During the workshop, participants acquire the knowledge and. As trainers, we are often called upon to design our own training based on the needs of the organization. When creating training programs, trainers need to follow certain guidelines to create an effective package. Here you will find the supporting resources for Designing Resistance Training Programs. Select your textbook below to view its ancillary resources. If you are designing a training plan to enhance introductory understanding and/or skills in management. First, your organization might want to run (or take part in) a training which covers general topics. These are the topics that will be useful regardless of your organization's mission. These same topics are regularly covered by organizations in the for- profit world. Some topics for which trainings commonly occur are: Communication. Computer skills. Diversity. Ethics. Human relations. Safety. Sexual harassment. Self- defense. Additionally, you might also choose to conduct trainings on things that are specific to your organization. Examples of this include: A crisis- counseling center might have trainings on how to counsel specific groups such as children, people that are suicidal, or victims of abuse; The resources to which your group might direct its clients; An HIV/AIDS service center might develop trainings on how to understand and work with different insurance carriers; or. A half- way house for recovering addicts might design a training on facilitating support groups. There are probably almost as many training topics as there are nonprofit organizations. What's important is to recognize what trainings your group wants to develop. Why should you design a training session? The bottom line is, most organizations design training sessions when they see a need, be it for information or skills, that is not being filled. Unless you see a need for a new training design, your organization is probably just not going to take the time and effort needed to create and implement a new program. Now, members of your organizations might see a need for such a training session in many places. First of all, the need might exist within your organization. For example, the director of a group might see a need for a course in personal safety, especially if your organization is based in an area where a lot of violence occurs. Or, a group whose members volunteer to be legal advocates for abused children will need to train and educate newcomers. Training might also be a need you have noticed in certain groups. For example, an advocacy group for people with physical disabilities might be frustrated with the medical care their clients receive, and offer to conduct training sessions to help health care providers better understand their special needs. Finally, training might also be a need you have noticed in the larger community. For example, an organization might offer money management skills or literacy courses to people with lower levels of education. When your organization does decide to design and run a training session, however, members will often notice that doing so has several more advantages. Other reasons to design a session include: To develop an individualized training that will best suit your organization's needs. That is, you might want to design a training session when existing formats just don't cut the mustard in terms of addressing your organization's particular concerns. Designing your own training can help center your session around your own unique goals. To pass on the experience and expertise of members of your organization. After your group has been working on something for a long time, you know the tricks of the trade - - what needs to be done, where you can cut corners, and what looks good in books but never really works. Developing (and sharing!) a training session based on what works helps let other people in on your secret. To give staff members or volunteers experience in training design. This can be a good way to help people improve their confidence in what they know and can do. Involving young people or people who feel they have been . Designing and offering trainings to your staff and volunteers is a good way to keep them learning and interested. While Examples of basic programs are listed the main objective of this module is to develop a philosophy that creates, maintains and supports effective training. Training programs are fluid and, as such, need constant. Designing Training Programs has 2 ratings and 0 reviews. Here is perhaps the single most important tool available to HRD professionals for creating cost-. Not only will members of your organization be better trained and more effective, they'll also be more likely to stay. Who should design your training session? Generally speaking, you will want a fair- sized working group to develop your training . While there is probably a limit of how many people should be involved to keep things streamlined and moving full speed ahead, you'll want about six or seven people for a mid- sized training. This number will logically be bigger for more detailed, larger trainings, and smaller for more focused events. In any case, the best mix, if you can get it, is a group that includes: Experts. This includes experts in the topic in which you are training people, and if possible, an expert in training or adult learning as well. Future learners. These are the people who can help keep you grounded, and let you know if your plans are likely to be way over the audience's head, insultingly simple, culturally inappropriate, or not useful for some other reason. It's important, however, to choose future learners very carefully, especially if they are younger or less educated than other members of the training design team. Especially when this is the case, try to choose people who are outgoing and not easily cowed by older or more educated people. You don't want good ideas or suggestions left unheard because the person is too shy or embarrassed to mention them. Future teachers. By involving future teachers, you ensure that they are comfortable with the material they will be teaching. It is also likely that they will have many other helpful suggestions, especially if they already have experience in formal or informal education. Designing a training session: Learn about the people you will be training. The first thing you need to do is to decide who your audience is. This doesn't just mean their names, or the title of the general group you'll be training, although that's a good start. If you know your audience will be a group of teenagers, you will already have a pathway you'll start down that will be different from the path you'd take to teach the same information to, say, a group of middle- aged business people. However, just knowing the title of the group isn't enough. For example, saying, . This is especially true if you or other members of the design team don't know very much about immigrants, or you don't know from what part of the world they are coming . The bottom line is, the more you know about your audience, the better you'll be able to teach them. If possible, try to at least learn answers to the following questions about your intended audience. Who are you going to train? This means names, if possible, or at least the specific group (young people, people with disabilities, teachers, and so on) with whom you're planning on working. Sometimes you may not know the answer to this, but be equipped with a good guess. For example, you might be planning a class on gardening to which you welcome the entire community, but experience has taught you that when you teach similar classes, you tend to have a group of educated middle- class women. What is their background? This will include education, religion, political beliefs - - in short, anything that tells you a little about who these people are. What pre- training will they need? If there is knowledge (or certification) people need before they come, that should be made very clear when promoting the course. If you plan to train a group of people you know to be responsible (such as the staff and volunteers you work with regularly, or people who have already gone through other trainings with you), you might have the option of giving them reading or assignments before the training starts.
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