All successful businesses know that they need to invest in their employees in order to stay abreast of their competition. To this end most big companies spend substantial amounts of money on training programs. Highly skilled employees are more productive and they are much more likely to make a positive contribution to the overall goals of the company. But training cannot be done for the sake of training alone. With an experienced developer instructional design curriculum is possible, however.
While on going training is vitally important, far too much money and other resources are spent on training that is not relevant, that is out of date or that simply does not contribute towards the aims of the organization. It is therefore very important that training courses are designed scientifically, employing the principles of educational technology. Designing courses is a highly skilled job that requires training in various fields.
Courses need to be designed with full cognizance of all the factors that will have an influence on the eventual training. This may include restrictions such as the budget for presenting the course and the maximum length of time students can be freed for training, for example. Other factors such as the availability of technological aids and facilities also need to be kept in mind. These factors form a framework within which the course is designed.
A target group analysis is of paramount importance. The idea is to know exactly who it is that will be trained before one even knows what exactly it is that will be taught. This is important because when designers eventually determine the course content, they need to decide what the best way will be in which to present that training to the intended target group.
Performing a training needs analysis is arguably the most important step when designing a course. It is vital to determine both the immediate and the future needs of the company in terms of skills development. Course designers use a combination of techniques in order to come up with a list of skills and knowledge that should be covered by the intended course.
Once the designer knows what it is that the course must cover, he needs to formulate objectives to define the exact course content. Training objectives help students to understand what it is that they need to learn and it helps to make sure that the course is properly structured. Training objectives need to contain an action verb that is observable and it needs a benchmark for testing purposes.
Despite trends to the contrary, students need to be evaluated. This is the only way in which to find out whether the training objectives have been achieved or not. It is not just the students that need to be evaluated either. The course itself must also be subjected to continuous evaluation in order to make sure that it remains relevant. The evaluation components form part of the course development process.
Course designers can play a very important role in helping their clients to spend their training money wisely. They can design courses that will make sure that the actual needs of the company are satisfied. A scientific approach to course development within a systems approach is the only way in which to truly ensure training excellence.
While on going training is vitally important, far too much money and other resources are spent on training that is not relevant, that is out of date or that simply does not contribute towards the aims of the organization. It is therefore very important that training courses are designed scientifically, employing the principles of educational technology. Designing courses is a highly skilled job that requires training in various fields.
Courses need to be designed with full cognizance of all the factors that will have an influence on the eventual training. This may include restrictions such as the budget for presenting the course and the maximum length of time students can be freed for training, for example. Other factors such as the availability of technological aids and facilities also need to be kept in mind. These factors form a framework within which the course is designed.
A target group analysis is of paramount importance. The idea is to know exactly who it is that will be trained before one even knows what exactly it is that will be taught. This is important because when designers eventually determine the course content, they need to decide what the best way will be in which to present that training to the intended target group.
Performing a training needs analysis is arguably the most important step when designing a course. It is vital to determine both the immediate and the future needs of the company in terms of skills development. Course designers use a combination of techniques in order to come up with a list of skills and knowledge that should be covered by the intended course.
Once the designer knows what it is that the course must cover, he needs to formulate objectives to define the exact course content. Training objectives help students to understand what it is that they need to learn and it helps to make sure that the course is properly structured. Training objectives need to contain an action verb that is observable and it needs a benchmark for testing purposes.
Despite trends to the contrary, students need to be evaluated. This is the only way in which to find out whether the training objectives have been achieved or not. It is not just the students that need to be evaluated either. The course itself must also be subjected to continuous evaluation in order to make sure that it remains relevant. The evaluation components form part of the course development process.
Course designers can play a very important role in helping their clients to spend their training money wisely. They can design courses that will make sure that the actual needs of the company are satisfied. A scientific approach to course development within a systems approach is the only way in which to truly ensure training excellence.
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