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modern principles of effective employee training and development - plus training policy and template - and training manuals and templates tips
they are not what makes the difference. Train the essential skills and knowledge of course, but most importantly focus on facilitating learning and development for the person, beyond 'work skills' - help them grow and develop for life - help them to identify, aspire to, and take steps towards fulfilling their own personal unique potential. Experiential learning contains many of the principles explained here. See the guide to facilitating experiential learning activities.
focus on emotional maturity, integrity, compassion - these are the characteristics that really matter
When organisations work well it's always due to emotional maturity and integrity, which together enable self-discipline and right thinking and actions. Compassion helps you to sustain people, and to foster a culture of cooperation and mutual support. Compassion is the bedrock of tolerance and understanding, which governs the effectiveness of internal and external communications and team-working.
training policy and training manuals - definitions, structures, and template examples
A training policy is different to a training manual. A policy is a set of principles. A manual is a far more detailed set of operating procedures and supporting notes for trainers and trainees. This generally dictates that training manuals are required in two different formats - one for trainers and one for trainees. A policy is more fixed and concise than a manual. A manual is subject to greater and more frequent and detailed changes. A policy provides the principles and system on which the manual(s) can be built. A policy reflects philosophy and values and fundamental aims. A manual deals with how the aims are to be achieved in terms that describe (and if appropriate illustrate too) specific tasks and duties. Because training manuals contain operating procedures, instructions and supporting notes that are specific to the training concerned, most training manuals are more liable to change than a policy, and this flexibility for changing and updating content is an important aspect in deciding the overall system for producing and administrating training manual documentation, which is best addressed and defined in the training policy. While a training policy tends to be established and agreed at a higher executive or managerial level than individual training manuals, the above point demonstrates why input from and consultation with training design and delivery staff are important in designing an effective training policy.
Training policies vary greatly because (rightly) they tend to be very specific for the organization. That said, broadly a good training and development policy will cover the following aspects. There is no set or definitive order. Other people and organizations will have different ideas.
Circulate draft versions of your new policy to people at all levels and in all functions, so that you can be sure the wording is understood and meaningful - and also to arrive at a policy which is agreed and acceptable. More detailed or changeable points can always be appended to the main document, which enables easier changes, and avoids cluttering the main principles. Detailed aspects of training content and trainee notes are not for inclusion in a training policy specific training (and trainers') notes are for training manuals, not the overriding training policy document.
manuals used by trainers - to enable appropriate training planning, design, delivery, assessment and development manuals used by trainees - to provide all necessary information for trainees in support of the respective training received.
Each version contains essentially the same material, but extended and adapted for the different purposes of trainer or trainee. A training policy can be included in a training manual, or kept separate as a reference document, but one way or another it must be made available to people and referred visibly in all training manuals. Whether to include the full training policy within training manuals largely depends on the size of the training policy document and the amount of training manuals updates. A concise inspiring training policy of between one and three pages would fit very well within any number of training manuals, and is probably an ideal approach. However in larger organizations requiring wordier policies, an unavoidably heavy policy of ten pages is instead probably best merely summarised in training manuals, and a reference given for obtaining the whole policy document. Keeping a large policy separate is also sensible where lots of updates are made to manuals. Increasingly training policies and manuals can be made available online, via an intranet or similar, which enables easier and faster updating and communication of changes. Again this is a principle which should initially be agreed at the training policy stage. Here is a sensible structure for a training manual. In this example it is assumed that the training policy is a separate document:
10. bibliography and references (further information sources - again optionally this section can be included after each training element if more effective for delegates) 11. copyright and authorship information (as appropriate - obviously more significant for externally provided training)
This template is an example. Sequence and items can be changed to suit situations. Where training is delivered by a trainer (as distinct from online or distance learning) then a trainer's version of the manual should include additional sections covering these aspects, as appropriate to the situation:
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trainer's checklist/inventory (all materials and equipment required for course/training including clarification of anything open to interpretation or confusion) trainers content notes (for the presentation of each section including options and alternatives for different learning styles, levels of ability, and anything relevant, useful or potentially arising in delivery - not restricted to contingencies but also extending to tips and ideas for improving delivery, enjoyment and learning transfer - ideally a growing resource of trainer's help in running the course or programme, assuming a trainer is involved) master copies of trainee notes and handouts (in case of loss or omission or spoiling, and where no copying facilities exist then ample spare copies should be part of the checklist/inventory - web addresses or links can suffice instead of hard copies where materials are organized and available reliably online) trainer's course/training management notes (regarding venue, domestic arrangements, travel and accommodation info, etc) trainer's contact points (for trainer's clarification or assistance with any aspects of course/training delivery - typically an expert or department directly involved in designing the course and/or responsible for the function in which technical content resides in the organization or training provider)
You should develop a structure for your own situation that meets the needs of people using it and what you are aiming to achieve.
For example if the trainees tend to prefer lots of detail, then ensure notes contain lots of detail. If trainees prefer quicker visual representations and diagrams and pictures, then ensure such images feature strongly in the supporting notes. If trainees are very active and practical and seek lots of participative hands-on experience then ensure these aspects are built into the supporting materials. Whatever, make sure that each element of the training content is structured to explain its characteristics, standards/parameters, inputs and outcomes. Charts and grid layouts containing numbered points, comparisons, graphs are much more effective than free-running text and narrative. You can also use/adapt the main structure of a training planner (or your own local equivalent) to define and present each part or element of the training content in clear consistent sections, for example: This is a just a broad suggestion of format and possible sections - sections sizes depend on the content you'd need to insert in each. training manual - notes page structure example skill/ability/area to be trained definition purpose/relevance of capability element or part of area to be trained definition purpose/result/aim of training element required standard or parameter current knowledge or ability activity or exercise tools, equipment, materials timings, venue, person responsible
notes, diagrams completed references/further info follow-up and measurement Other frameworks can be used instead or in association with relevant sections above. Select a framework or structure for the format of the notes which fits the situation and the needs of the delegates. The following models and methods provide possible structures to use or adapt or blend in developing a helpful format for the actual training content notes pages of a training manual. Once you have a format you can then more easily fill in the boxes, or even delegate the task of doing so to someone who understands the technicalities of the training element without necessarily being able to design training from scratch. The format is the key.
y y y y y y
Kirkpatrick Kolb Bloom VAK/Skills Attitude Knowledge/Multiple Intelligence Conscious Competence Process steps - the 'flatpack furniture' approach - numbered instructional points with diagrams - so called after the instructions typically included with flatpack self-assembly furniture, in which clear diagrams reduce the need for lots of text, and so are quickly and easily understood, even to an extent by foreign language speakers or unskilled readers presentation slide copies with notes (powerpoint or similar) - care is required or this becomes overly dependent on the quality of the slides - supporting notes have to fulfil a different and more instructional and detailed purpose cartoons and illustrations (can help transform dry text-laden content into far more enjoyable and stimulating learning materials)
These templates are a guide - a starting point or a default. Provided you follow an appropriate structure of some sort then your options are limitless particularly when one begins to consider the growing possibilities of digital and online media. Whatever, strive for a training policy and a training manual methodology that meets the needs of your people and what you are aiming to achieve in the widest and most adventurous way possible. Training must be structured and logical, because it must be appropriate and measurable moreover it should also be innovative, enjoyable, ethical, and responsive to the increasing expectations of your people and your customers.
see also