STEPS IN DEVELOPMENT OF LEARNING PROGRAMME
Step 1: Analyse needs
ETD Practitioner will conduct organisational analysis before implement and evaluate training
development programs to ensure management and staffs acquires the necessary skills and
develop the competencies required by an organisati...
ETD Practitioner will conduct organisational analysis before implement and evaluate training
development programs to ensure management and staffs acquires the necessary skills and
develop the competencies required by an organisation to meet organisational objectives.
This will be done by getting help from organisation team. What are the elements that are
holding team back? What skills do your people lack to do the job? How is their lack of skill
and/or knowledge affecting performance? The goal is to demonstrate that with the
acquisition of new skills through training, employees will enhance their job performance.
Step 2: Consult stakeholders
Engaging with stakeholders is also important for managing risks especially when evaluating
a contentious program or policy in which key stakeholders are known to have opposing
views. Stakeholders can also add and suggest other way of creating the program with less
cost.
Step 3: Determine outcomes
Learning outcome is a list of things the workers must be able to do after the training is
completed. Learning outcomes are statements that describe significant and essential
learning that learners (employees) have achieved, and can reliably demonstrate at the end
of a course or program. In other words, learning outcomes identify what the learner will know
and be able to do by the end of a course or program For example:
Our employees will:
1. Have the knowledge required to be successful in their field.
2. Have the skills needed to be able to function successfully in their field.
3. be able to analyze problems in their field and develop solutions or strategies to solve
those problems.
4. be able to communicate effectively.
5. be able to apply the discipline’s code of ethics when making decisions.
6. be able to design an experiment and analyze data.
4. Step 4: Develop learning program plan
The program must be planned in such a way as to ensure that the degree of excellence
specified in the unit standard has been met. This element focuses on the way an
organisation plans and designs its learning programmes. Examples: It entails the use of
relevant unit standards and logbooks, the format of presentation, the assessment scheme to
be used and the outcome of the learning process.
Step 5: Design learning material
Training materials are a necessary part of any program or activity that involves knowledge
acquisition and retention. Training materials may include workbooks, training manuals,
computer-based lessons and audio-visual aids.
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