Directorate of distance education master of business administration

Design and Evaluation of Training and Development Programs
Training Design
  
The design of training program would have to be based upon 
the assessment of training needs, the training calendar, the availability 
of trainers, various logistic arrangements required for different training 
programs like training halls, audiovisual aids, accommodation, travel 
and hospitality for trainees, the time duration for which the supervisors 
agreed to free their nominees for undergoing the training programs and 
the demographic characteristics of trainees. The purpose of designing 
any training is to create within the individual the desire to learn.  Hence 
the selection of trainers should be based upon their competence in 
training as well as their suitability to the target groups.
Even the best of training programs would be useful only if the 
trainees attend them with willingness and participate with freedom.  

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Programs that the trainees are eager to attend, and in which they become 
enthusiastically involved, are those in which they are encouraged to 
present and attempt to solve the problem situations in which they have 
a direct interest and in whose solutions they have a personal stake. The 
pedagogy or method of instruction is to be decided based on the level of 
education, maturity, time available and the cost involved.  In general, it 
may be stated that experiential and participative training would be more 
effective than merely information-loaded programs. Rotation of training 
methods could be carried out in accordance to the span of attention and 
the stages in the cycle of learning among the trainees. 
When large numbers of people remain to be trained at any given 
time, then training the trainers would be of help. They would in turn 
provide training to an exponentially increasing number of trainees.  In 
order to gain acceptance from all stakeholders of training, it would be 
appropriate to begin training at a small level and then expand its base 
based on the success demonstrated after each program. Since training is 
just one component of Human Resources Development, the organization 
would have to be urged to make improvements in the other components 
like human resource planning, Performance appraisal and aspects of 
organization like work-flow, tools and infrastructure, empowerment, 
reward systems, transparency in communication, career planning and 
succession planning, control, confidence, self esteem, team spirit, morale 
and motivation among employees.