This document outlines steps for building an effective learning program. It discusses assessing needs, developing learning objectives, designing the program, implementing training, and evaluating performance. Key points include spending 80% of effort on needs assessment and objectives to focus training on addressing organizational pain points. Adult learning theory and techniques like serious eLearning are important to consider in design. Coaching after training is also highlighted as critical for providing real-time feedback to help trainees apply their new knowledge on the job. The overall goal is to increase training effectiveness beyond its typical 36% rate.

1. Author: Vinh Hoang
April - 2018
BUILD AN EFFECTIVE
LEARNING PROGRAM

2. HELLO!
I am Vinh Hoang
• Training & IT Manager at Sioux High Tech
Software Ltd.
• 3+ years of experience in Training and
Development for students and corporate
• Great passion in Agile and Scrum
2

3. ?
What issue of training
effectiveness you are
facing recently?
3

4. 4
$90.6 billion
for Training expenditures in 2017

5. 36%
Training Effectiveness
5
Effectiveness Wasted

6. Training Cycle6
Assess and
analyze needs
Develop
learning
objectives
Design and
develop the
program
Implement the
design
Evaluate
performance

7. Assess and Analyze needs7
Why?
Who?
How?
Does the individual have the skill to do the job?
Does the individual have the will to do the job?
Is the individual allowed to do the job?
Employee
Leaders/
Senior leaders
Managers
Task analysis Performance Gap
When? As soon as possible

8. Develop learning objectives8
Audience
Behavior
Condition
Degree
Who
Will do what
By when or some
other condition
How well
ABCD model

9. Develop learning objectives9
Who will do what, by when, and how well?
You will be able to write appropriate learning objectives, by the time you finish the
session, 100 percent of the time
Specific Yes, I can see you “write learning objectives”
Measurable Yes, 100 percent.
Attainable Yet a stretch? But not that much of a stretch
Relevant Yes, that’s what this session is about
Time-bound Yes, after this session

10. Design and develop the
program10
Materials
Conducting technique
Adult learning theory
Technology On the job Off the job eLearning
Training plan Curriculum Handouts
Lecturing Facilitating Coaching
Involvement Experience Performance
VR/ AR
Lesson plan
Mentoring
Problem-
oriented

11. Design and develop the program11
Serious eLearning Manifesto
Performance Focused
Meaningful to Learners
Engagement-driven
Authentic Contexts
Realistic Decisions
Individualized Challenges
Spaced Practice
Real-world Consequences
Typical eLearning
Content focused
Efficient for authors
Attendance-driven
Knowledge delivery
Fact testing
One size fits all
One-time events
Didactic feedback

12. Implement the design12
Delivery Follow up
Trainer TrainerTrainee
Training Course
1 day – 1 week
Trainee Management
Reminding Coaching Mentoring
4 – 6 weeks
Deliver knowledge Make sure trainees applying knowledge

13. Implement the design13

14. Evaluate performance14
Kirkpatrick’s Four-Level Training Evaluation Model
Level 4: Result Result Statements
Level 3: Behavior
Level 2: Learning
Level 1: Reaction
What
Critical Behaviors
Knowledge
Customer
satisfaction
Medium
Value
High
Low
Low
Low
Effort
High
Low
Low
Leading Indicators
Required Drivers
Skills Attitude Commitment
Engagement Relevance

15. ”
One more thing …
15

16. Training Cycle16
Assess and
analyze needs
Develop
learning
objectives
Design and
develop the
program
Implement the
design
Evaluate
performance
Where
should we
start?

17. Training Cycle17
Assess and
analyze needs
Develop
learning
objectives
Design and
develop the
program
Implement the
design
Evaluate
performance
1
2
34
0
What kind of pain do the
Company face?
What expectations the
Company would like to
have?

18. Training Cycle18
Assess and
analyze needs
Develop
learning
objectives
Design and
develop the
program
Implement the
design
Evaluate
performance
What should
we focus?

19. Training Cycle19
Assess and
analyze needs
Develop
learning
objectives
Design and
develop the
program
Implement the
design
Evaluate
performance
80% of total
efforts
80% value of the
training program

20. ”
Learning on our own is one way
to gain knowledge, but the
benefit of coaching is real-time
feedback on our behavior so that
we can course-correct. You can’t
get that from a book
20

21. Lack of coaching …21

22. 22

23. 23

24. ?
Q&A
24

25. 25
THANKS!
You can reach me at:
nhuvinh.hoang@gmail.com
or Tel: 0128 271 4705