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The Training Management Cycle

The Training Management Cycle

• Identify Learning Needs

• Preparation

• Training Delivery

• Applying Learning

• Evaluation

1. Learning Needs Assessment

The process of identifying the

gap between the desired and

current performance to provide

basis for the training design.

Objectives of Needs Assessment

• Determine whether training is needed.

Objectives of Needs Assessment• Determine whether training is

needed.

• Determine causes of poor

performance

• Determine content and scope

• Determine desired training outcomes

• Provide basis of measurement

• Gain management support

Players in the Need Assessment

• Senior Management

• Target population

• Target population’s manager

• Direct reports (if applicable)

• Co-workers or peers

Methods of Collecting Data

Methods of Collecting Data

Assessing Participants’ KSA

• Different audiences may have different

needs.

Pre-session questionnaire

On-the-spot assessment

Why Assess Participants’ KSA• It can help to design the program at the

appropriate level.

• Identify participants you can use as resource.

• Help weed out those who do not belong to the session.

Why Assess Participants’ KSA• Gather information to use in creating real life

scenarios for case studies, skills practice, examples.

• Identify potential causes caused by negative attitudes.

• Can create positive learning environment.

2. Preparation• Formulating learning outcomes/objectives

• Training evaluation and monitoring• Designing training program

• Session planning• Developing training materials

• Visual aids preparation• Logistical issues

3. Training Delivery• Implementation of training design

• Managing group process

• Enabling individuals to engage with the material

• Experiential learning approach

4. Applying Learning• Coaching and “hand-holding” sessions

• Review training and pre-training materials to assist recognition of learning so far achieved

4. Applying Learning• Celebrate new steps, learning, insights

• New learning most readily ‘sticks’, if applied immediately after the training.

4. Applying Learning

5. Evaluation• How did the delegates react to the

training?

• What did the delegates learn from the training?

• How has this impacted upon observable behaviour; how are they performing their role differently?

• How has the organisation benefited from the training? What is the impact on the organisation and its clients / customers?