Debrief - Training based on ADDIE model

debrief – training assessment, design, development,

implementation and evaluation

Learning and development is a strategic process that creates a conducive environment for altering beliefs as well as values of an individual. It also focuses on augmenting the skills as well as competencies for enhancing the productivity and effectiveness of the participating members. It is aimed at creating new approaches and behaviours for the successive challenges an organization faces in its journey of excellence. When an organization carries out the entire process of learning and development in the most effective way, it gives the organization an edge over the others. A steadfast as well as accurate process ensures the right training and development activities reach the right individual. An accurate design of the program brings out the best in the workshop and effectively conveys to the participants, the details of the topic. The design supports the developmental effort of a program. Consistent development of material for a workshop puts across all essential learning’s for the participants, thus contributing substantially to the development of the individual. The implementation of the workshop is the most crucial step. How well the process is implemented, marks the success of the entire learning and development effort. Finally, it is the evaluation of the process that makes it complete and verifies its effectiveness.

KEY POINTS OF LEARNING AND DEVELOPMENT

CONTINUOUS PROCESS

SKILLS AND COMPETENCIES

FACILITATES CHANGE

DEVELOPMENTAL ORIENTATION

INCREASED ORGANIZATIONAL EFFECTIVENESS

ABOUT ATYAASAA

Atyaasaa Consulting Private Limited is resolute on meeting the needs of human resources, through behavioral processes, training, counseling, coaching

and management consulting. It is on a Mission of “Awakening Human & Business Excellence”. Its transformational processes facilitate unleash innate

energies ensuing superior performance and productivity, both in individuals and organizations. “Atyaasaa” Vision is, to remain a leading & niche human

resource training, counseling and consulting organization offering quality services through quality people. Atyaasaa is thus partnering with top brands

at a National & International level in their mission of holistic growth.

For further details: Write to us at: info@atyaasaa.com Call us on: (91-20) 25896445 Visit us at: www.atyaasaa.com

All copyrights & trademarks acknowledged

debrief – training assessment, design, development, implementation and evaluation

ATTITUDE V/S RESULT MODEL This grid shows the individuals’ attitude and reflects their effectiveness in delivering results. As a part of your learning and development team, you need to categorize your employees into the four different quadrants. Once you have this in place, decide how and where to apply your developmental effort. Doing this helps you avert the trap of a wasted developmental effort.

THE LEARNING AND DEVELOPMENT EFFORT

THEY ARE STAR EMPLOYEES

CAN BE FOCUSED ON THESE EMPLOYEES

THEY NEED TO BE COACHED FOR THE FUTURE

THEY NEED TO BE GROOMED TO BECOME

THEY COULD BE COACHES FOR OTHERS TOO

STARS

THEY CAN BE TRAINED BY GIVING THEM

THEY ARE A COMPLETE WRITE OFF

COUNSELING AND FEEDBACK

NO TIME SHOULD BE WASTED ON THEM

POSITIVE

RESULT

NEGATIVE

SKILLS V/S COMPETENCY In the initial phases of the career, more stress should be laid on the development of skills rather than competencies. As an employee moves higher up in the hierarchy it is competencies, rather than skills that determine success.

SKILLS – ATTRIBUTES REQUIRED TO ACCOMPLISH TASKS IN NORMAL

SITUATIONS

COMPETENCIES – ATTRIBUTES REQUIRED TO ACCOMPLISH TASKS IN

ABNORMAL SITUATIONS

Competencies

67%

Skills

33%

debrief – training assessment, design, development, implementation and evaluation

STRATEGIC LEARNING AND DEVELOPMENT ACTIVITY The learning and development activity that you want to undertake must be strategically planned out. The process/program undertaken must be designed, developed and evaluated keeping in mind the level in the individual’s hierarchy where you want to make an impact or change.

SELF DISCOVERY WORKSHOPS AND MENTORING

SENSE OF PURPOSE

CUSTOMIZED BEHAVIOURAL LEADERSHIP WORKSHOPS

COMPETENCY

FEEDFORWARD

FUNCTIONAL TRAININGS

SKILLS

COUNSELING AND FEEDBACK

BEHAVIOUR

ATTITUDES

EXPERIENTIAL BEHAVIOURAL WORKSHOPS

COACHING

VALUES

BELIEF

ADULT LEARNING EXPERIENTIAL PROCESSES

ENVIRONMENT

CULTURAL DYNAMICS – INTENT HIERARCHY The kind of learning and development that takes place in the organization is a reflection of the layer in which the organization operates. It decides where as well as how the organization is willing to invest in employee learning and development. The following are the layers of intent of the organization:

Sense of purpose/Cause

Creativity and innovation

Research

Knowledge

Contribution

Charity

Power

Status

Pleasure

Flamboyance

Survival

Wealth

debrief – training assessment, design, development, implementation and evaluation

DEVELOPMENT PROGRAMS THAT THE ORGANIZATIONS WILL INVEST IN FOR THEIR EMPLOYEES

Level

Development activities undertaken

Sense of purpose/Cause

Process workshops and mentoring

Creativity and innovation

Coaching , ideation and competency trainings

Research – Knowledge

Action learning, on the job training

Contribution - Charity

Technical and soft skill training

Power - Status

International consultant driven programs

Pleasure - Flamboyance

Adventure outbound and fun programs

Survival - Wealth

None

EFFECTIVE TRAINING NEED ANALYSIS (TNA) To carry out a detailed and comprehensive training need analysis you could use some of the below given tools. This helps keep the process unbiased and scientific.

CUSTOMIZED COMPETENCY AND SKILL ASSESSMENT TOOL

ASSESSMENT CENTERS

PERFORMANCE MANAGEMENT SYSTEM

REVIEW FROM PARTNERS

TOWN HALL MEETINGS

REVIEWS FROM CRITICAL LEADERSHIP

Surveys (E-SAT and C-SAT)

CUSTOMER FEEDBACK

debrief – training assessment, design, development, implementation and evaluation

DESIGNING Before you design any program, you need to keep in mind the adult learning process. This will help you formulate an effective design.

1

ADULTS ARE AUTONOMOUS AND SELF DIRECTED

2

ADULTS HAVE LIFE EXPERIENCES AND KNOWLEDGE

3

ADULTS ARE GOAL ORIENTED

4

ADULTS ARE RELEVANCY ORIENTED

5

ADULTS ARE PRACTICAL

ADULTS NEED TO BE SHOWN RESPECT

6

While making a design for a workshop/training program you need to take note of certain points:

FOR THE FIRST HOUR PEOPLE EVALUATE THE TRAINER

FROM 11:00 AM TO 1:00 PM MOST LEARNING HAPPENS

POST LUNCH ACTIVITIES MUST BE INCLUDED

Making an appropriate format for a design will help bring out the essence of the training and development program. It gives the trainer a direction to follow while also permitting some deviations. Before making a design for a program you need to understand the learning styles of people. This helps you enlist the program methodology, pedagogy, etc.

V/s

INDIVIDUALISTIC

SOCIAL

V/s

DOING

THINKING

V/s

DEDUCTIVE

INDUCTIVE

V/s

PART FOCUS

BIG PICTURE FOCUS

Format of a design Ideally, a design must start with:  An objective

It shows the intent of the program. It gives a clear- cut picture of why the program is crafted. This would help in achieving the required program outcomes.  The methodology The methodology will be based on the learning styles of individuals. The methodology should be cleverly formed to keep up the interest of the participants throughout the workshop.

debrief – training assessment, design, development, implementation and evaluation

FLOW OF PROGRAMME

GROUP ACTIVITIES, BASIC FUNDAMENTALS

MORNING 1.5 HRS

2 TOPICS OF 45 MIN EACH

THROUGH GROUP WORK AND

IDENTIFICATION OF INDIVIDUAL GAPS

Short break (15 – 20 min)

INTRODUCE ADVANCED CONCEPTS, CASE

PRE-LUNCH 1.5 HRS

2 TOPICS OF 45 MIN EACH

STUDIES, MULTIMEDIA TOOL

Long break (45 – 60 min)

AN EXPERIENTIAL ACTIVITY TO PRACTICE

POST-LUNCH 1.5 HRS

2 TOPICS OF 45 MIN EACH

THE LEARNED BEHAVIOUR

Short break (15 – 20 min)

CONNECT THE LEARNING TO

EVENING 1.5 HRS

2 TOPICS OF 45 MIN EACH

ORGANIZATIONAL DYNAMICS

DEVELOPING THE CONTENT Let the content have the same flow as that of the design. It creates clarity in the minds of the participants. An ideal content includes the following

MANUALS

HANDOUTS

REPORTS

ACTIVITY MATERIAL

PRESENTATION

WORKBOOK

debrief – training assessment, design, development, implementation and evaluation

CONTENT DEVELOPMENT - SUCCESS FACTORS

COMPLEXITY

KEEP IT SIMPLE

RELEVANCE

MAKE IT APPLICATION ORIENTED

STRUCTURE

ENSURE A LOGICAL FLOW

NEWNESS

INCLUDE FRESH CONCEPTS & VIEWS

QUALITY

ASCERTAIN THE ACCURACY

AESTHETICS

MAKE IT ARTISTIC/APPEALING

HOW MUCH DO YOU INVEST IN A COMPREHENSIVE DESIGN AND DEVELOPMENT?

MULTIMEDIA TOOLS – ` 30,000/- TO ` 50,000/-

SIMULATIONS – ` 30,000/- TO ` 1,00,000/-

CONTENT DEVELOPMENT – 10 DAYS

SUMMING UP

ANALYZE THE NEED

THROUGH THE

DIFFERENT MEANS. A

DETAILED TNA HELPS

YOU SMOOTHEN OUT

THE REST OF THE

PROCESSES.

EFFECTIVE

LEARNING AND

DESIGN

DEVELOP

EVALUATE

DEVELOPMENT

PROCESS

For further details:

Write to us at: info@atyaasaa.com Call us on: (91-20) 25896445

Visit us at: www.atyaasaa.com

All copyrights & trademarks acknowledged

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