Dear Members,
Hello! Our organization is in the pharmaceutical field manufacturing lenses. I need to design a training program for our employees which would impart technical as well as behavioral skills. Our organizational structure is not clearly defined at the moment, and we are in the process of streamlining things. However, the management is keen on beginning with training first, and they have given me this as my first assignment in this company.
I have identified the behavioral skills and technical skills required by employees in each department. Since I am new to the HR field, I don't have a clear idea of how I should go about designing the training module. Specifically, how can I integrate both technical and behavioral skills in my module, and how should I judge the effectiveness of my training program, etc.
Can someone send me a sample training module format or give me tips on the same?
Regards,
Vinita
From India, Bharuch
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17Hello! Our organization is in the pharmaceutical field manufacturing lenses. I need to design a training program for our employees which would impart technical as well as behavioral skills. Our organizational structure is not clearly defined at the moment, and we are in the process of streamlining things. However, the management is keen on beginning with training first, and they have given me this as my first assignment in this company.
I have identified the behavioral skills and technical skills required by employees in each department. Since I am new to the HR field, I don't have a clear idea of how I should go about designing the training module. Specifically, how can I integrate both technical and behavioral skills in my module, and how should I judge the effectiveness of my training program, etc.
Can someone send me a sample training module format or give me tips on the same?
Regards,
Vinita
From India, Bharuch
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From the above case, what I infer is:
1) Designing the training module as a whole.
2) You have already identified the behavioral and technical specs.
3) More interested in training first than organizational structural changes.
4) Integrating technical and behavioral skills.
5) Training module format.
Let's analyze one by one:
1) Designing a training module would require the following aspects to be considered:
a) Training need analysis (You have already done it).
b) You need to prepare pre-training survey questionnaire and post-training survey questionnaire.
c) Training schedule to be prepared, also make a list of people who would/must enter into the training program.
d) As this is the first training program you are organizing, have good speakers and tell them what you expect from them (Have one or two meetings).
e) Tell the technical trainers to have a slide which would answer the question, "At the end of the training session, these are the topics which one would learn!"
f) Put a global mail for the training session, also mention that you would be keeping a small test so that the participants take the tech training seriously.
2) Decided on technical as well as behavioral training aspects:
a) Please be sure with the need analysis that you have done, as this is the basis on which you would be conducting training.
3) Training first??? So the decision is taken by top management, no harm in it. You can use this training session to impart some views about change management also.
4) Integrating technical and behavioral skills:
Just simple....have a 2-day workshop and based on requirements, you can have a 1.5-day technical skill and 0.5 days workshop on behavioral or otherwise.
5) Training module format:
- Sample questionnaire is attached. I found this in one of the citehr itself.
- Check this link...it would help you get, as to what all information you can include in behavioral/communication module - https://www.citehr.com/1-vt15961.html?start=0
- Do build your questionnaire on the basis of the attached format so that you can draw analysis post-training. For example, 89% liked the behavioral training section more than technical, 40% liked communication training more than body language training.
Vinod Vijapur
From India, Mumbai
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1) Designing the training module as a whole.
2) You have already identified the behavioral and technical specs.
3) More interested in training first than organizational structural changes.
4) Integrating technical and behavioral skills.
5) Training module format.
Let's analyze one by one:
1) Designing a training module would require the following aspects to be considered:
a) Training need analysis (You have already done it).
b) You need to prepare pre-training survey questionnaire and post-training survey questionnaire.
c) Training schedule to be prepared, also make a list of people who would/must enter into the training program.
d) As this is the first training program you are organizing, have good speakers and tell them what you expect from them (Have one or two meetings).
e) Tell the technical trainers to have a slide which would answer the question, "At the end of the training session, these are the topics which one would learn!"
f) Put a global mail for the training session, also mention that you would be keeping a small test so that the participants take the tech training seriously.
2) Decided on technical as well as behavioral training aspects:
a) Please be sure with the need analysis that you have done, as this is the basis on which you would be conducting training.
3) Training first??? So the decision is taken by top management, no harm in it. You can use this training session to impart some views about change management also.
4) Integrating technical and behavioral skills:
Just simple....have a 2-day workshop and based on requirements, you can have a 1.5-day technical skill and 0.5 days workshop on behavioral or otherwise.
5) Training module format:
- Sample questionnaire is attached. I found this in one of the citehr itself.
- Check this link...it would help you get, as to what all information you can include in behavioral/communication module - https://www.citehr.com/1-vt15961.html?start=0
- Do build your questionnaire on the basis of the attached format so that you can draw analysis post-training. For example, 89% liked the behavioral training section more than technical, 40% liked communication training more than body language training.
Vinod Vijapur
From India, Mumbai
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Hello Vinita,
It is good that you have already identified the technical and behavioral skills required by your people.
The details posted by Vinod are also very nice.
To add further, the approaches to the evaluation of training programs are:
The purpose of any training evaluation is to examine the training provided and determine how effective that training has been. Donald Kirkpatrick found that a convenient method of analyzing evaluation was to divide it into four different categories.
Reaction Level:
This provides an analysis of the trainee's attitude towards a specified training program.
Learning Level:
This indicates confirming that certain facts, skills, principles were communicated to trainees and that a minimum standard of proficiency was achieved.
Behavior Level:
This is to verify that what has been learned in the training has not only been absorbed by the trainee but is reflected in a change in his/her behavior.
Result Level:
It is an assessment based on the one fact that every manager recognizes cost-effectiveness.
I hope this brief input will be of use to you.
Best wishes,
Senthil Raj
From Costa Rica, San José
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It is good that you have already identified the technical and behavioral skills required by your people.
The details posted by Vinod are also very nice.
To add further, the approaches to the evaluation of training programs are:
The purpose of any training evaluation is to examine the training provided and determine how effective that training has been. Donald Kirkpatrick found that a convenient method of analyzing evaluation was to divide it into four different categories.
Reaction Level:
This provides an analysis of the trainee's attitude towards a specified training program.
Learning Level:
This indicates confirming that certain facts, skills, principles were communicated to trainees and that a minimum standard of proficiency was achieved.
Behavior Level:
This is to verify that what has been learned in the training has not only been absorbed by the trainee but is reflected in a change in his/her behavior.
Result Level:
It is an assessment based on the one fact that every manager recognizes cost-effectiveness.
I hope this brief input will be of use to you.
Best wishes,
Senthil Raj
From Costa Rica, San José
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Hi friends, I want the modules that could be included in conducting english classes. Not from the very basic but give outlines please.:icon1:
From India, Bangalore
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From India, Bangalore
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Hi Vinita,
I am interested in working for you on a contract/project basis as a sales trainer for your organization. I am a Neuro-Linguistic Programming Certified (ABNLP) Practitioner from London and confident that with my 3+ years of experience in training and development, I could make great contributions to your organization. I can cover the following topics covering NLP techniques and tools:
1. Negotiation Skills
2. Marketing Management
3. Sales Management
4. Communication Skills
Thank you for your consideration, and I look forward to hearing from you.
Thanks,
Tawanpreet Kaur
MBA (Marketing)
NLP Certified (ABNLP) USA
Mob: 09990319812
Email: tawanpreet1@gmail.com
From India
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I am interested in working for you on a contract/project basis as a sales trainer for your organization. I am a Neuro-Linguistic Programming Certified (ABNLP) Practitioner from London and confident that with my 3+ years of experience in training and development, I could make great contributions to your organization. I can cover the following topics covering NLP techniques and tools:
1. Negotiation Skills
2. Marketing Management
3. Sales Management
4. Communication Skills
Thank you for your consideration, and I look forward to hearing from you.
Thanks,
Tawanpreet Kaur
MBA (Marketing)
NLP Certified (ABNLP) USA
Mob: 09990319812
Email: tawanpreet1@gmail.com
From India
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Hi friends I need training Identification form urgently.....Please help me out and give some form
From India, Ahmadabad
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From India, Ahmadabad
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Hi Vinita,
I'm new to this site and thus unaware of how it works. I'm not sure if you are still looking for help and if my response reaches you. Anyways, in case the response reaches you even if you are done with the Training work, send me a confirmation email so I know that this is how it works.
Now, I have been in the Training domain for the last 11 years and feel that I'll be able to assist. Since I'm completely unaware of the specifics, I'd like to give some basic pointers:
1. Separate Technical Training and behavioral training needs.
2. Club the level of people for which various training needs are identified to avoid under or overtraining. For example, Time Management is a need identified for Senior Level and for Entry Level, it is advisable to have one comprehensive module and two versions derived out of it. Also, it'll help you roll out the modules in a phased manner.
3. While designing modules, go in reverse order: time available-Lesson Plan-Powerpoint-Trainee's Manual-Trainer Manual. Prepare all four (Lesson Plan to Trainer's Manual) before rolling the module out. It ensures standardization and is long-term.
If you give me the topics on which you require modules, I may be able to help you with content as well.
For any other assistance, you can email me back.
Regards,
Shikha
Dear Members,
Hello!
Our organization is in the pharmaceutical field manufacturing lenses.
I need to design a training program for our employees which would impart technical as well as behavioral skills.
Our organizational structure is not clearly defined at the moment, and we are in the process of streamlining things. But the management is keen on beginning with training first, and they have given me this as my first assignment in this company.
I have identified the behavioral skills and technical skills required by employees in each department. Since I am new to the HR field, I don't have a clear idea of how I should go about designing the training module, i.e., how can I integrate both technical and behavioral skills in my module, how should I judge the effectiveness of my training program, etc.
Can someone send me a sample training module format or give me tips on the same?
Regards,
Vinita
From India, Mumbai
Acknowledge(0)Amend(0)
I'm new to this site and thus unaware of how it works. I'm not sure if you are still looking for help and if my response reaches you. Anyways, in case the response reaches you even if you are done with the Training work, send me a confirmation email so I know that this is how it works.
Now, I have been in the Training domain for the last 11 years and feel that I'll be able to assist. Since I'm completely unaware of the specifics, I'd like to give some basic pointers:
1. Separate Technical Training and behavioral training needs.
2. Club the level of people for which various training needs are identified to avoid under or overtraining. For example, Time Management is a need identified for Senior Level and for Entry Level, it is advisable to have one comprehensive module and two versions derived out of it. Also, it'll help you roll out the modules in a phased manner.
3. While designing modules, go in reverse order: time available-Lesson Plan-Powerpoint-Trainee's Manual-Trainer Manual. Prepare all four (Lesson Plan to Trainer's Manual) before rolling the module out. It ensures standardization and is long-term.
If you give me the topics on which you require modules, I may be able to help you with content as well.
For any other assistance, you can email me back.
Regards,
Shikha
Dear Members,
Hello!
Our organization is in the pharmaceutical field manufacturing lenses.
I need to design a training program for our employees which would impart technical as well as behavioral skills.
Our organizational structure is not clearly defined at the moment, and we are in the process of streamlining things. But the management is keen on beginning with training first, and they have given me this as my first assignment in this company.
I have identified the behavioral skills and technical skills required by employees in each department. Since I am new to the HR field, I don't have a clear idea of how I should go about designing the training module, i.e., how can I integrate both technical and behavioral skills in my module, how should I judge the effectiveness of my training program, etc.
Can someone send me a sample training module format or give me tips on the same?
Regards,
Vinita
From India, Mumbai
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Shikha, I am doing communication, motivation, personality development, career development can you help me.
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi,
Greetings!
We are from FranklinCoveySouthasia, the world's largest training and leadership consulting company. We incorporate the works of Dr. Stephen R. Covey.
Our approach is grounded in core, unchanging principles and natural laws with universal relevance, providing a solid foundation in today's turbulent world.
We acknowledge that everyone possesses potential; by directing, engaging, respecting, and deploying people effectively according to their strengths, breakthrough performance becomes achievable in any organization.
We believe that the most effective method to drive long-term change is through impactful learning experiences. Genuine learning requires preparation and self-awareness, active participation rather than passive listening, and the integration of new habits and techniques through real-life application.
We do not offer a one-size-fits-all solution. Through close collaboration with our clients, we are dedicated to evaluating their needs and devising tailored solutions specific to their circumstances, rather than imposing generic packages.
In essence, we assist clients in succeeding by unlocking the potential of their workforce to concentrate on and execute their top business priorities.
For more details, please contact me at 09902433663.
Thanks & Regards,
Suganthy Jawahar
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Greetings!
We are from FranklinCoveySouthasia, the world's largest training and leadership consulting company. We incorporate the works of Dr. Stephen R. Covey.
Our approach is grounded in core, unchanging principles and natural laws with universal relevance, providing a solid foundation in today's turbulent world.
We acknowledge that everyone possesses potential; by directing, engaging, respecting, and deploying people effectively according to their strengths, breakthrough performance becomes achievable in any organization.
We believe that the most effective method to drive long-term change is through impactful learning experiences. Genuine learning requires preparation and self-awareness, active participation rather than passive listening, and the integration of new habits and techniques through real-life application.
We do not offer a one-size-fits-all solution. Through close collaboration with our clients, we are dedicated to evaluating their needs and devising tailored solutions specific to their circumstances, rather than imposing generic packages.
In essence, we assist clients in succeeding by unlocking the potential of their workforce to concentrate on and execute their top business priorities.
For more details, please contact me at 09902433663.
Thanks & Regards,
Suganthy Jawahar
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Behavioral Skills Training.pdf
Training Module.zip
Training Evaluation - PPT 6.ppt