Handling, recruiting, hiring, performance management, compensation, benefits, and career development; are some of the tasks of an individual working in a human resource department.

Among these tasks, performance, conduct or behavior issue commonly correlates with training intervention.

It is crucial for the human resource department to design the required intervention program that includes but are not limited to the following: –

• Assess the need of learners
• Designing materials
• Developing training presentations and exercises
• Implementation of the program
• Evaluating the success of the program at the end of the designed intervention

In this article, we will discuss five ways to design a training intervention program that you could use as a guide for your workplace:-

1. ANALYZING THE PROBLEM THAT NEEDS TO BE SOLVED

Training Needs Analysis (TNA), is a needs assessment that helps to identify the gap in employee training and related training needs. There are 3 types of TNA which are a) knowledge, b) skills, and c) abilities. In parallel to it, there is a variety of TNA methods. One should be able to choose the right method that best suits your company’s goals as not every method would be appropriate for every company. Below is a list of TNA methods:-

• Questionnaires
• Observation
• Interviews
• Examining Work
• Assessments
• Competitive Analysis

2. IDENTIFY THE LEARNING OBJECTIVES

When designing your training program, always be sure to identify the learning objectives before the content development or commencement of the training. Make a note of what the learners should acquire after the completion of the training program. Ideally, the learning objectives should align with the company’s strategic goals.

3. DEVELOPING THE TRAINING MATERIALS.

The training materials are the most significant part of a training program. This is the core as it delivers the required content consisting of knowledge and skills transfer, both of which would contribute to the success of the program. Training material is used to support instructors in the classroom. For an instance, presentations, a form of training material can be used for lessons for distance learning lectures.

The structure of a lesson consists of but are not limited to the following:-

• introduction
• objectives of the course
• definitions
• examples
• activities
• summary

From the given structure, activities play a huge role as it increases engagement and consolidates the memory. Exercises should be placed strategically throughout the training and it should be aligned with the learning objective.

4. IMPLEMENTING THE TRAINING INTERVENTION

One should possess leadership sponsorship of the initiative. Upon completion of a training program, learners should be able to apply what they have learned to obtain results. Be sure to observe the outcomes of a program which may be a transactional change, transitional change or transformational change.

The following describes the differences between these three outcomes:-

• Transactional change: people typically continue their current way of working but apply tips and techniques learned to do it faster or cheaper
• Transitional change: occurs when new methods tried successfully by other people are attempted by your organization.
• Transformational change: when new untried methods are undertaken, usually occurs over a longer time.

5. EVALUATE THE TRAINING PROGRAMME.

The KirkPatrick Model is designed to objectively measure the outcome of learning. As the KirkPatrick’s method seeks behavioral change, it is one of the best known models for analyzing and evaluating the results of a training program. The KirkPatrick model reckons for any learning style; formal and informal learning to determine the success of training based on four levels of criteria as stated below:-

• Level 1: Reaction

This level measures the participants’ reaction to the training. For an instance, how do they react to the training and what is their level of satisfaction?

• Level 2: Learning

At this level, you should analyze if the participants have a thorough understanding of the training. For an example, increase in knowledge of the subject taught

• Level 3: Behavior

Level 3 assesses the implementation of knowledge or skills learned. You should seek to identify if they are utilizing what they have learned at work and is there a change in behavior.

• Level 4: Results

The final stage, which is the results determines if the training had a positive impact on the business/organization by looking at the achieved goals.

As a HR consulting organization, we at Alchemy Resources pay huge importance and have implemented these practices in our own workplace. We have conducted training programs for employees as well as managers. At ARSB, we have designed our training intervention strategies using the given methods and have executed our training programme using Learning Management System (LMS) through both synchronous and asynchronous. Contact us to find out how we may work together to conduct a training program to improve performances and achieve your company’s goals.