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How to Design Learning & Development Program (1)

The document outlines the design and implementation of Learning and Development (L&D) programs, emphasizing the importance of enhancing individual and organizational performance through structured training. It details objectives, methodologies, key strategies, training delivery methods, and the necessary tools for needs assessment and training management. Additionally, it highlights the significance of evaluating training effectiveness and preparing a comprehensive budget for training initiatives.

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Rao Muhammad Asad
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0 views

How to Design Learning & Development Program (1)

The document outlines the design and implementation of Learning and Development (L&D) programs, emphasizing the importance of enhancing individual and organizational performance through structured training. It details objectives, methodologies, key strategies, training delivery methods, and the necessary tools for needs assessment and training management. Additionally, it highlights the significance of evaluating training effectiveness and preparing a comprehensive budget for training initiatives.

Uploaded by

Rao Muhammad Asad
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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How to Design

Learning &
Development
Program
Mohammad Saleem Murtaza
HR Professional
14+ years of Human Resource experience

M. Phil - Human Resource Management


- Professional Diploma in HRM
- Certified Performance Management Specialist
- Certified Human Resource Professional

General Manager at Alkhidmat Foundation


Founder & CEO AM Consultants
Vice President Pakistan Institute of Professional Dev.
Member of Council of HR Professionals
Definition:

L&D involves creating programs to


enhance individual and organizational
performance.

Learning:
❑ Change of behavior as a result of training
or experience is termed as learning.
❑ Learning is all about making employees
knowledgeable and incorporate new
skills into their behavior as habits.
Development:
Objectives of L&D:

❑ Professional Development
❑ Enhance Effectiveness
❑ Strengthen Efficiency
❑ Technological Proficiency
❑ Builds employee skills and confidence
❑ Improve Outcomes
❑ Build a Collaborative Work Environment
❑ Align with Organizational Mission & Vision
Methodology:
1) Needs Assessment
❑Surveys
❑Interviews
❑Other Data Collection methods
❑Stakeholder Engagement
❑Organizational Diagnosis
2) Mixed-Methods Approach
❑Quantitative Component
❑Qualitative Component
❑Comprehensive Understanding
❑Triangulation of Data
3) Pilot Programs
4) Benchmarking
Key Strategies:
In forging the path towards the successful implementation
of the Workforce Training and Development Program, a set
of key strategies has been meticulously crafted. These
strategies serve as the guiding principles that underpin the
program's design, delivery, and assessment.
❑ Tailored Content Design
❑ Inclusive Participation
❑ Continuous Learning Culture
❑ Technology Integration
❑ Mentoring and Peer Support
❑ Leadership Engagement
Training Delivery Methods:
Training Delivery Methods refers to the various approaches
and techniques used to impart the training content to
participants. This section outlines how the educational
material will be presented, ensuring that it aligns with the
learning objectives and caters to the diverse needs of the
participants. Here are key points to consider:
❑In-Person Workshops
❑Online or Virtual Sessions
❑Blended Learning
❑Self-Paced Modules
❑Peer-to-Peer Learning
❑On-the-Job Training
❑Case Studies and Practical Assignments
When will a Performance Gap
mostly Arises?

❑ New employee
❑ New job responsibilities
❑ New policies and procedures
❑ New products/equipment
❑ Skills required for future jobs
❑ Job performance problems
Training
Need Analysis

Post Training
Assessment Training Plan

Training Training
Feedback Form Training Request Form
Cycle
Training Training
Schedule Delivery Method

Training Training
Management Checklist Budget Preparation
Needs Assessment:

❑ Identify organizational goals and skill gaps.

❑ Use methods like surveys, interviews, or job


analysis.

❑ Example tools: SWOT Analysis, TNA (Training


Needs Assessment).
Training Request Form:
Training Request Form serves as the initial point
of engagement, allowing stakeholders to formally
express their interest in a training. This form
typically includes:
❑ Requestor Information
❑ Training Details
❑ Target Audience
❑ Preferred Dates and Times
❑ Resource Requirements
Training Management Checklist:
Training Checklist acts as a comprehensive guide
to ensure all necessary steps are taken for a
successful training. It typically includes:
❑ Pre- training Planning
❑ Logistical Arrangements
❑ Participant Communication
❑ Facilitator Preparation
❑ Day-of Logistics
Training Schedule:
Training Schedule is a detailed timeline that maps
out the flow of the training day. It typically
includes:
❑ Registration and Welcome
❑ Session Breakdown
❑ Facilitator Assignments
❑ Q&A and Discussion Periods
❑ Closing and Evaluation
Training Feedback:
Training Feedback component focuses on
gathering insights from participants to assess the
effectiveness of the training. It typically includes:
❑ Feedback Forms
❑ Evaluation Criteria
❑ Open-Ended Questions
❑ Post- training Follow-Up
Comprehensive Training Budget:
Preparing a budget for a training involves careful
consideration of various factors to ensure all necessary
resources are allocated efficiently. Here's a step-by-step
guide on how to prepare a training budget:
❑Define Training Objectives
❑Identify Training Costs
❑Research Costs
❑Allocate Resources
❑Contingency Planning
❑Prioritize Spending
❑Review and Approval
Evaluation Metrics
Kirkpatrick’s
04 Levels of Training Evaluation
THANK YOU

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