Training Design - lloyddavis/ckop GitHub Wiki

A systematic training model has shaped the approach of many organisations since the 1960s. Typically, the model describes a linear process in which the steps might include 'Identification of the training need', 'Design and Development of training objectives and plan', 'Training Delivery', and 'Validation, evaluation and review' (discussed in more detail in a separate forum).

For the purpose of this forum the origin of the Systems Approach to Training (SAT), and the precise steps are relatively unimportant. Of more importance, particularly for 'training establishments' however, might be whether 'training is necessarily always the answer, whether the model implies that responsibility for 'training' lies solely with the organisation/provider. whether learning can ever be illustrated as a linear process, whether evaluation should always be conducted at the close of an activity, and whether an alternative model exists to help organisations maintain levels of accountability, transparency and training assurance.

As I may explore elsewhere, I'm also interested in the essential knowledge, skills and experience associated with each task. Not wishing to appear too dogmatic or autocratic, I might question the wisdom of empowering a 'lay-person' to undertake any training task without the prerequisite training themselves. In my own experience, Public Sector organisations make little distinction between the skillsets required of employees to deliver effective training design or training validation for example.