Cole (1993) suggested considering the following factors while designing the training programme.
- a. What training.
- b. When and How to provide.
- c. Where and by whom to provide.
- d. Cost of training.
There are some stages while designing an effective and systematic training programme. These are discussed below:
Pre-design Consideration
Miles (1981; cited by Bunker et al. 1987) suggested if the training programme is large or/ and duration is too long, it is better to separate the people to conduct training and to run administration of training. Davis (1974; cited by Bunker et al. 1987) suggested keeping a ratio of one staff member for every 10 trainees maximum. The important issue is to give both trainer and the trainee with adequate opportunities to train and to learn in an effective environment. It is important to know the training briefly, for both trainee and trainer, before start of the training (Bunker et al. 1987). It helps to share needs and expectations of both trainee and trainers. If the trainees know what they are going to get, it will be more helpful.
Designing
Mature trainees should have a chance to learn by themselves, participating through many ways during the training and if trainer put themselves in trainees shoes, they can design the training more effectively. While designing, it should be kept in mind that participants must have maximum chance to get them involved in various activities. It will help to build up their leadership quality (Bunker et al. 1987). Type, duration, intensity of the events should be kept in mind while designing to make it more attractive and enjoyable. Trainees need to have motivation while training and a well designed training programme must obtain that quality. The training environment which includes place of training, trainer and other trainees’ behaviour has great impact on learning outcome.
Events or Methods to Use
While designing training programme, a flow should be maintained towards training objectives. Difficulty level within the activities should be increased. It is fruitful to keep the training simple.
A training session may have more than one activity. According to Rae (2001), a well constructed problem solving exercise can increase the ability to analyse, problem solving, team development, planning and execution, communication etc. A solved or unsolved problem can be given to the trainees to solve. It will increase their ability to think beyond their knowing.
In case of activities during the training, there are lots of activities which can be planned for training programme. It is on to the designer to choose the right one at the right place. Kruse et al. (1994) suggested a list of activities which is attached as appendix ( VI ).
Timing
Some activities or events during the training programme will take some time. According to Rae (2001), often time allocation during designing the training programme is forgotten. It is important to allocate the timescale during designing training programme; so that all the contents are covered within the framed time limit.
Grouping
Normally during a training programme, groups or sub-groups needed to be formed for many reasons. It can be random selection. But if it is demanded to form groups very frequently during the training, Rae (2001) suggested forming a system of rotation before the training starts. It will decrease the possibilities of confusions and chaos.
Resources
It is suggested to use training aids, but it should be relevant and useful. Resources needed for a successful training programme, should be planned and arranged before. It will facilitate smooth running and less chance of intervention during the training programme.
Final Preparation
At the end of the preparation, it may be necessary to include some briefs or instruction sheets for the programme. It is very important to make these documents well enough so that trainees cannot use it as a reason of failure.
Different Costs of Training Programme
While carrying out planning of a training programme, different costs related to the programme need to be catered for. It should meet the company policy and objectives; and it will be helpful during the evaluation process. Different types of cost are listed below:
· Training costs
· Wage costs
· Journey expenses
· Continuation expenses
· Other costs
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