Considering the lifelong training activities, it is very vital to manage individual differences in the correct manner. These individual differences manifest themselves in office or field in terms of technical and behavioral proficiencies throughout the corporate life. In order for any proficiency to improve, it needs to be fed and tracked by various resources.
Training design enters into scene exactly at this point for designing personalized experiences. This is defined as a process for designing the experience through which the knowledge and skills to be learned/taught must be found attractive by the learner and which ensures effective learning. ADDIE model is commonly used in designing the training and this model comprises of the stages of analysis, design, development, implementation and evaluation.
Agile Learning Curve
Tofaş Academy has fed on ADDIE, Iterative Design, SAM (Successive Approximation Model) and Rapid Design approaches over the time and finally developed its own brisk teaching design in order to develop technical and behavioral skills of Tofaş employees.
In this approach, first we evaluate the factors giving rise to the need for training and think about training targets which shall solve such need. At this stage, we set the measurable and observable cognitive, auditory and kinesthetic learning targets suitable for the subject matter at hand, by benefiting from Benjamin Bloom’s Taxonomy and determine the behaviors that we desire participants to develop.
In order to realize the determined behavioral change in the participants, we design an experience under the scope of each of the individual learning targets. The training solution which shall satisfy the need at this stage might be a classroom training, a workshop, an e-training, video training, virtual class or a mixture of all the foregoing.
The design of the content which shall satisfy the learning targets shall be realized through perfect cooperation between the Expert in the Field and Designer of the Training. We form the content tree of the training session by pooling together the knowledge base of the expert as well as materials obtained through literature reviews. The expert shall monitor the content tree throughout the voyage for preparing the content. The summary information and visuals which are required for understanding the subject matter in the best possible way are compiled.
We choose the necessary teaching methods for rendering the content meaningful and get them administered to adults and design the learning experience. We perform a prototype administration with at least 5 persons in order to observe effect of the design on the participants. Learning cycle which started after determining the aim shall end after administration prototype training and this learning cycle will be reiterated for each learning targets. Necessary arrangements shall be made to the training design in line with the feedbacks received from the participants as well as comments by the instructor and designer, thereby making it ready for the target audience of the training
Assessment & Evaluation
In order to assure success of our training sessions and our target audience, we employ 5-staged training evaluation model of which foundation were laid down by Kirkpatrick and further developed by Jack Phillips.
- Reaction: Satisfaction level of the participants are measured through a survey after the training.
- Learning: Learning level is determined through pre-tests and post-tests.
- Application and Implementation: Behavioral change is observed.
- Impact: Impact of the behavioral change(s) on the business results are measured.
- ROI – Return On Investment: Contribution of the investment for training to business results obtained is calculated using the ROI calculation methods of ROI Institute. The following formula is employed for this calculation.