Copyright © 2014 by The University of Kansas Designing a Training Session
Copyright © 2014 by The University of Kansas What types of training exist? Training courses and workshops. Courses taught by universities and other organizations. Distance learning. Internships. On-the-job training. Orientation sessions. Peer-based methods. Self-directed learning. Tutorials. Large professional conferences, conventions, and retreats.
Copyright © 2014 by The University of Kansas What do you train people to do? Examples of General topics: Communication Computer skills Diversity Ethics Human relations Safety Sexual harassment Self-defense
Copyright © 2014 by The University of Kansas Examples of Organization- specific topics: Crisis-counseling centers for children, people that are suicidal, or victims of abuse. Groups might train staff and volunteers about the resources to which the group might direct its clients. An HIV/AIDS service center might develop workshops on different insurance carriers. A half-way house for recovering addicts might design a training on facilitating support groups.
Copyright © 2014 by The University of Kansas Why should you design a training session? To develop an individualized training that will best suit your organization's needs. To pass on the experience and expertise of members of your organization. To give staff members or volunteers experience in training design. To offer staff and volunteers additional opportunities for professional growth.
Copyright © 2014 by The University of Kansas Who should design your training session? Experts Future learners Future teachers
Copyright © 2014 by The University of Kansas Designing a training session Learn about the people you will be training. Determine the needs of your target audience. Consider the scope of your organization's needs and resources. Develop specific objectives for the training. Develop the content of your training session. Decide on a format for your training. Decide who should run the training (and what training they will need). Ask people not involved in the development of the training outline to critique it. Recruit participants. Develop a way to assess your training. Celebrate your hard work.