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Unit 4: Training Design

For managing training programs successfully, a course Director/Trainer has to co-ordinate all Notes
of them in a good manner.

4.1.1 Considerations in Designing Effective Training Programs

The vital considerations for designing of the effective training programme is suitable
Organisational climate for training.
The success or failure of any training programs depends on the type of organisational climate
prevailing in a training institution. If expertise and extension types of climate are there in the
training institute, the quality of training programs will be good.

!

Caution If control and dependency types of climates are prevailing in the training institute,
the quality of the training programs conducted will be poor.
Sharma (1960) defined organisational climate “as the pattern of pattern of social interaction that
characterizes an organisation”. The main units of interaction in their concept of climate are
individual, the group and the leader.

McGregor (1960) “the day-to-day behaviour of the immediate superior and of other significant
people in the managerial organisation communicate something about their assumption
concerning management which is of fundamental significance”.
Pareek defined “organisational climate, which is also called as motivational climate of an
organisation, is the climate as perceived by the people working there in”.

The following are the dimensions of the organisational climate that are to be considered for
designing effective training programme:
1. Decision-making

2. Loyalty
3. Job security
4. Work atmosphere
5. Permissiveness
6. Handling of complaints
7. Job charity
8. Favouritism

9. Feed back
10. Open-mindedness
11. Emotional control
12. Future orientation
13. Scientific and technical orientation

14. Intellectual orientation
15. Job challenge
16. Task orientations
17. Industriousness

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