Page 70 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 4: Training Design

Notes
training to new hires through five best, experienced employees in each job category.
Those who are best doing each job would develop a set of principles that everyone needs
to understand and apply. For the first 10 minutes of each day, all employees line up to
memorize the company's values and principles. By constantly reminding employees what
the company strives to achieve, it teaches them habits that will serve the guests and the
company well!
Source: C.Lachnit, "Hire right: Do it the Ritz Way" Workforce, April 2002
4.5 Summary

 Training design is a training plan, which basically involves three activities namely, stating
training objectives, identifying learning activities as well as methodologies, and
sequencing.
 Finding the balance between too much and too little information is the key to designing
the most effective training system for your company.
 The design of the organisational training and development plan should be used as a
general guide to accomplish specific goals.
 A properly designed training programme aids the learning, development and
improvement of the performance of individual employees, which ultimately results in
organisational development of performance.
 The vital considerations for designing of the effective training programme is suitable
Organisational climate for training.
 Depending upon the organisational objectives, future plans and the priorities of the
programmes; the budget are allocated for HRD activities.
 The cost can be direct cost or/and indirect cost incurring in training of HRD activities.

 The effectiveness of training design depends upon training manager’s education and
experience in general, specific knowledge of organization, work domain, and performance
problems.
 The outcomes of design include: Operational Design of On-the-job Training, Material
design, Types of training approach and Operational Design of Off-the-job Training.

4.6 Keywords

Apprentice Training: The training programme in which new employees follow the lead of an
experienced employee in order to learn new skills and to learn how to function properly in the
job.
Person Analysis: It is the identification of people in the company that need training.
Task Analysis: A task analysis is a process of identifying what skills and activities need to be
taught.
Training Climate: A training climate is a combination of ambience, tone, feelings and perception
for training program.
Training Design: It is a detailed sketch for what you will do, why you will be doing it, and the
best ways to reach your training objectives.

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