Basic Steps For Developing A Master Training Plan
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ScribdTranslationsBasic Steps For Developing A Master Training Plan
Uploaded by
ScribdTranslationsBASIC STEPS FOR DEVELOPMENT OF
MASTER TRAINING PLAN
METHODS OF DNC
Among the methods that can be used for requirement gathering
The following are found in training:
a) PARTICIPATORY METHOD: which integrates the contributions of leaders and
subordinates in the identification of training needs
training. Where the study is conducted with cascading participation
starting from the levels of the structure, going through the levels of
I command until reaching the operational level.
b) PRESCRIPTIVE METHOD: it is one that focuses on the opinion that they have
key informants, according to their perception of the variables
that affect the performance of workers.
c) MIXED METHOD: is one that combines the types of analysis (a and b), of
According to the scope, level, and focus of the research.
DIAGNOSTIC TECHNIQUES
There are several techniques for diagnosing training needs:
a) DIRECT OBSERVATION: this technique allows that through
individual or group observation attached with checklists, lists of
verifications analyze the work activity.
b) OPEN INTERVIEWS: interviews can be structured,
semi-structured, open or directed, aimed at gathering the
sufficient information about different worker scenarios.
c) SURVEYS: open or closed-ended responses oriented towards the
collection of concrete data and opinions about the situations
that affect job performance and the achievement of objectives.
d) GROUP ANALYSIS TECHNIQUE: this technique involves the
participation of workers from different jobs that the
same position has a relationship, (internal clients)
e) BRAINSTORMING: this technique is to promote the emergence of ideas
about the problems the organization has, causes, perception
of the consequences and all their surroundings that somehow affect
directly and indirectly the job position.
f) DEVIATION ANALYSIS: this technique performs an analysis of the
different stages of a process, regarding what has been
planned and that the error occurred at some point.
g) ANALYSIS OF THE CAUSE-EFFECT RELATIONSHIP OF ISHIKAWA:
determine the relationships between the variables that cause a situation and
the effects that they have through a graph that takes the form of
a fish and that facilitates the observation of those situations that
They function as direct and indirect causes of a problem.
h) PARETO LAW: this technique lists the causes that originate the
problem and assign a percentage giving a percentage or a weight
respective, to select and work (assigning a 20% that originates
80% of the problems
Scope: which method and technique are the most appropriate that will serve
for research (occupational, individual, product or performance
attitudinal) by means of what? (observation, checklist,
checklist, SURVEY)
Level of Study: CLASSIFICATION OF POSITIONS (it is placed
at the end when the result is already obtained)
High Level
Intermediate Level
Low level
Areas to Investigate:
Cognitive
Affective
Psychomotor
1) STUDY FRAMEWORK
Types of Training Needs
For its approach
For your perception
For your opportunity
Due to its magnitude
2) DNC METHODS
Dnc based on Position-Person
Dnc based on problems
DNC based on Performance
Dnc based on Multi-Skills
TRAINING AFTER A DNC
NAME OF THE TRAINING
SWOT
Fortresses
Opportunities
Weaknesses
Threats
PLANNING
Types of Planning to be used in the training:
1) Strategic: Design of new systems, processes, that affect
to everyone in the organization.
Tactic: Improvement of the development of an existing process
(efficiency and effectiveness) ALL DEPARTMENTS
3) Operative: Minimum level of collaboration per position (the level is
the affected position (secretaries, operators, assistants, managers)
OBJECTIVE OF THE TRAINING (PLACE THE
(OBJECTIVE) this part will be reinforced after the first one
presentation of the training.
General plan of the company, They seek that
a) GENERAL the training be consistent with
personal Focused on management
and business turnover
They are drafted after the DNC, They
b) PARTICULARS they focus on the trainer (what is expected from
the training, what changes will it generate
training)
Objectives that define the change of
c) TERMINALS behavior at the end of an event.
The user writes it with the
training administrator, for
guide and advise you.
Establish the behavior change
d) SPECIFIC expected at the end of each topic.
Within the great theme
They establish behavioral changes at the end
e) OPERATIONAL of each sub-theme
Planning: deciding in advance what is going to be done.
WHO, WITH WHAT, WHAT IMPORTANCE DOES IT HAVE, HOW IS IT
HARA, WHERE
Establishment of Objectives: general objectives of the plan, specific objectives,
determinants for each event, specific to each unit or theme
from an event.
Preparation of Plans and Programs: a set of goals, policies and
procedures, rules, and job assignments, stages to follow and
necessary elements to successfully implement the course.
Budgets: a basic element for plans to succeed.
end, time, and resources.
Schedules
Place
Tools
Material
Benefits
Advantages
Training Forecast
Type of Program to choose:
a) Platform program: entry-level positions for new staff
introduction (general and specific induction)
b) Substantive Program: programs of greater importance for the
trainer because the indicators can be found here
productivity and the alternatives to quantify performance of
the investment.
c) Institutional Programs: These are the events that are held to
all the staff or a considerable part of the workers.
quality, internal customer service, values, security, hygiene
induction, motivation, teamwork, communication.
d) Development Programs: They are the training that should be
to provide staff to meet specific needs in the future
new technology, modifications to production equipment,
computer science, marketing, market changes, legal.
These do not specify the level of hierarchy but can be for
at all levels.