Different organizations require different approaches to training based on organizational type, mission, and structure; the target group; and specific training objectives. For this reason, a template and specific organizational information are not provided. You are encouraged to determine training needs and to design a training plan and structure that fit your chosen organization (one with which you are familiar).

Focus on a particular issue, goal, and target group (managers, specific department, new employees) so that the authentic assessment will be manageable in the eight-week timeframe. Your scope may be that of an entire training program or that of a single workshop. Note that a comprehensive training plan for a single workshop is better for the purposes of this course than a less perfect plan of larger scope.

Position yourself as a developer, instructional designer, or director of training for the organization of your choice, real or fictitious. The assignments will guide you in the sequential development of a specific training plan for your chosen organization, and will follow the sequence in the textbook, discussions, and readings.


ADDIE Model https://www.trainingindustry.com/wiki/entries/addie-model.aspx
•Successive Approximation Model (SAM) http://www.trainingindustry.com/taxonomy/s/successive-approximation-model-(sam).aspx
•Nine Events of Instruction http://edutechwiki.unige.ch/en/Nine_events_of_instruction
•Instructional Design – Dick & Carey https://en.wikipedia.org/wiki/Instructional_design#Dick_and_Carey
•Kemp Design Model http://edutechwiki.unige.ch/en/Kemp_design_model%20
•Instructional Design Taxonomies http://www.instructionaldesign.org/concepts/taxonomies.html
•Creating a Custom Training Plan for Your Organization http://trainingtoday.blr.com/employee-training-resources/Develop-a-Custom-Training-Plan-for-Your-Organization
•8 key elements of an effective training program http://www.cos-mag.com/training/training-columns/3993-8-key-elements-of-an-effective-training-program.html
•Merrill, M. D. (2002). First Principles of Instruction. Educational Technology Research and Development, (3). 43.

1. Provide information about the organization and its needs regarding the training issue.

2. Determine the group or individuals who will receive the training

3. Identify the training issue

4. Provide a training needs assessment questionnaire

5. Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report

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