Unit 4: Training Design and Preparing
the Training Budget
2009
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2009
Unit 4 Class 1: Training Design
Learning objectives: By the end of this unit,
students should be able to:
1. Distinguish goals from objectives.
2. Write SMART goals for training.
3. Align training objectives to meet the needs of
the learners.
4. Write objectives that align with the
organization’s strategic plan.
5. Describe the link between training and learning
domains
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Setting Training Goals
• Goal: A concise statement of the purpose or
intent of the training.
> Who is the training for?
> What is the training about?
> Why is the training being conducted?
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Setting Training Objectives
• Objective: The results that the participants will
be able to perform at the end of the training.
> Provides a focus for training design.
> Tells participants what they should know at the
end of the program.
> Assists in knowledge and skills transfer.
> Establishes parameters for evaluation.
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Training Objectives
• A training objective has three components:
> Performance outcomes: A statement about what the
employee is expected to do. This is a task or an
observable action.
> Criterion: A statement about the level of performance
that is acceptable.
> Conditions of performance: A statement about the
conditions under which the trainee is expected to
perform.
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Learning Objectives
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The Learning Process for Instruction
• To learn effectively, what do employees need?
• Employees need:
> To know why they should learn.
> Meaningful training content.
> Opportunities to practice.
> To commit training content to memory.
> Feedback.
> Opportunity for observation, experience and
interaction with others.
> Training to be properly coordinated and arranged.
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Three Learning Domains
• Cognitive
• Psychomotor
• Affective
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Bloom’s Taxonomy / Cognitive
Bloom’s Original
Revised (Anderson &
Krathwohl)
Psychomotor Domain
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Affective Domain
(Krathwohl and Anderson 2001)
Setting SMART Objectives
• Objectives must be SMART:
> Specific: State desired results in detail.
> Measurable: Results must be observable to evaluate
what has been accomplished.
> Action-oriented: Describe the actions the learner will
perform.
> Realistic: Objectives must be attainable.
> Timely: Objectives identify actions the learner can
use immediately.
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Objectives and Learning Domains
• Learning objectives can be written for all three
learning domains:
> Cognitive: Knowledge, mental skills.
> Affective: Attitudes, growth in feelings or emotional
areas.
> Psychomotor skills: Manual or physical skills.
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Writing Learning Goals and Objectives
• Write a learning goal for your training
project.
• Write learning objectives that address
the three components of training
objectives and apply to all three
learning domains.
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Unit 4 Class 2: The Training Budget
• What have we done so far?
• We have:
> Examined the strategic plan of our organization.
> Conducted a SWOT analysis.
> Conducted a needs assessment.
> Examined adult learning theories.
> Written SMART training objectives that reflect the
strategic plan of our organization and meet the
learning needs of our employees.
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The Training Budget
• Management wants to know –
How much is this going to cost?
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The Training Budget
• Fixed costs:
> Those costs that remain the same no matter how
many individuals participate in the training.
• Instructor’s salary.
• Marketing/information distribution.
• Variable costs:
> Expenses that will vary depending on the number of
participants in the training program.
• Printed hand-outs.
• Lunch for participants.
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The Training Budget
• Direct costs
> All of the expenses involved in putting together the
training program:
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•
•
•
•
Course development or purchase.
Printing.
Equipment rental.
Costs of needs assessment.
Evaluation of training.
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The Training Budget
• Indirect costs:
> Less obvious expenses, not directly related to the
training:
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•
•
•
Overhead.
Administrative and clerical salaries.
Employee fringe benefits (25 percent of salary).
Productivity loss.
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Are Employees Paid During Training?
• FLSA: Nonexempt employees must be paid for
training time unless all four of the following
requirements are met:
> Attendance is outside of the employee’s regular
working hours.
> Attendance is voluntary.
> The training is not directly related to the employee’s
current job title.
> The employee does not perform any productive work
during attendance at the training.
(SHRM, 2008)
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Training Costs
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•
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•
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•
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•
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Trainer’s salary.
Trainee’s salary or wage.
Materials and supplies for training.
Development costs.
Consultant’s or contractor’s service fees.
Travel and living expense for trainer and trainees.
Transportation.
Equipment costs: Audiovisual and computer.
Support costs: Hours spent by clerical staff and
managers
• Postage, misc.
• Lost production (opportunity costs).
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Training Budget
Organization:
Department:
Annual training allotment:
Year:
Submitted by:
1st Quarter Training Budget
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3
4
5
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10
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Item
Courseware development
Courseware purchase
Certification
Train-the-trainer
Hardware purchase
Facility rental
Instructional materials
Technical equipment
Consulting fees
Instructor fees
Content acquisition
Travel
Per diem
Description/
Justification
Unit
Qty. Cost/Rate
Grand Total
http://office.microsoft.com/en-us/help/HA011228731033.aspx
Total
$0
0
0
0
0
0
0
0
0
0
0
0
0
$0
Training is Expensive
$109.25 billion
According to an estimate from ASTD, in 2006,
U.S. organizations spent $108.25 billion on
employee learning.
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The Training Budget
• Prepare a training budget for your
project.
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