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Planning Training For Maximum Impact and Instructional Design

A lot of the value of training is lost because it's not planned properly. Here you'll find help in planning training to increase return on investment, and in particular how to conduct needs assessments prior to training.

Want a Superior Workforce? Hire the Best
By Susan M. Heathfield: You can hire the best and develop the rest of your employees. These seven practices will help you develop a high performance, superior workforce that is focused on continuous improvement. And, what's more important than that for you?

Overcoming Barriers to Distance Training and Education
By Soomyung Kim Cho and Zane L. Berge: When people within an organization plan for using distance training and education, there are several barriers to their efforts that they are likely to encounter. Consideration of barriers faced by other organizations may help leaders find solutions to reduce or to minimize obstacles in their own organization. Using a content analysis of thirty-two, in-depth case studies of leading organizations, this study begins to explore solutions to the barriers faced by organizations when they use distance education.

Training and Development for Motivation and Retention
By Susan M. Heathfield: One key factor in employee motivation and retention is the opportunity to continue to grow and develop job and career enhancing skills. There are a couple of secrets to what employees want from training and development opportunities, however. Plus, training and development opportunities are not just found in training classes and seminars. Learn more about what employees want in training and development opportunities.

Ten Tips to Make Training Work
By Susan M. Heathfield: You can create a training and developemnt support process that will ensure that the training you do works. You can make training and development more effective within your organization. The ten suggestions and approaches described in this article will make your training more effective and transferable; their application will result in measurable differences to your bottom line performance.

Training Success Tips: Use Training or Lose Training (T-1)
By Susan M. Heathfield: These leadership and management tips will help you create a profitable business and develop the talented workforce you need for progress, resiliency and agility. This leadership and management tip about training and development will help make training work.

Training Needs Assessment - DOI
By DOI: Identifying training needs for your employees requires careful scrutiny of mission objectives, personnel, production, resources, costs, and other factors. The training requirements you identify factor into the total training budget forecasted for your organization, and have impact on the amount of funds that get allocated

Training Needs Checklist
By Wisconsin State Government: Training needs checklist that can be sent to employees. Problematic since it does not link training to work tasks, but might be a good starting point

Needs Assessment - The First Step
By Robert H. Rouda & Mitchell E. Kusy, Jr.: Originally published in Tappi Journal, this 1995 article by Robert H. Rouda & Mitchell E. Kusy, Jr., presents four steps for conducting a TNA

How to Conduct a Needs Assessment that Gets Results
By Seth Leibler: Needs assessments can be valuable tools, if they are done correctly. Not only can they pinpoint training and other performance improvement needs, they can also help you determine practical and realistic solutions that can help your organization achieve the bottom-line business results it requires. This article outlines some common misconceptions about needs assessments, and offers a high-level overview of how you can effectively utilize needs assessments to help you maximize this potentially powerful tool.

Calculating ROI (Return On Investment) For Training
By Derek Stockley: If you are creating a business case for increasing your corporation's training, this article is a must-read. One aspect of your business case is calculating your rate of return on your training investment. Learn how to do so accurately and effectively.

Instructional System Design (ISD) - Analysis Phase
By Don Clark: The analysis phase is the building block of a training program. The basis for who must be trained, what must be trained, when training will occur, and where the training will take place are accomplished in this phase. The product of this phase is the foundation for all subsequent development activities. Some of the required products of this phase, such as Job Lists or Task Inventories may have already been produced by other departments within the organization. A literature research should be the first step in any analysis to prevent redundant work from being performed. The analysis phase is often called a Front-End Analysis. That is, although you might perform analysis in the design and development phase, this "front end" of the ISD process is where the main problem identification is performed. Don't miss the other material by this author

A Quick Guide to Learning Objectives
By Don Clark: Setting learning objectives is part of both instructional design and the process of planning training. Here's a great short summary that teaches how to write learning objectives.


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    Updated On: 9-Aug-2013 - 15:51:24

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