Dear Members,
Our organisation is into the pharmaceutical field manufacturing lenses.
I need to design a training programme for our employees whivh would impart technical as well as behavioural skills.
Our organisational structure is at the moment not clearly defined and we are in the process of streamlining things. But the management is keen on
beginning with training first and they have given me this as my first assignment in this company.
I have identified the behavioural skills and technical skills required by employees in each dept. Since I am new to the HR field, I don't have a clear idea on how I should go about designing the training module. ie.
How can I go about integrating both technical & behavioural skills in my module, how should I judge the effectiveness of my training programme etc.
Can someone send me a sample training module format or give me tips on the same..
4th October 2006 From India, Bharuch

Trainer In Hr Domain
Senthil Raj
Officer In University
Client Partner
+6 Others

From the above case, what i infer is ...

1) Designing the training module as a whole

2) You have already identified the behavioural & technical specs

3) More intersted in training first than Organziation structural changes

4) Integrating technical & behavioural skills

5) Training module format

Lets analyze one by one

1) Designing a trainnig module would require the following aspects to be considered.

a) Training need analysis (U have already done it)

b) You need to prepare Pre training Survey Questionaire & Post training Survey Questionaire

c) Training schedule to be prepared, also make a list of ppl who would/must enter into training program

d) As this is the first training program u r organizing, have good speakers & tell them what u expect from them(Have one or two meetings)

e) Tell the technical trainers to have a slide which would answer the below question ..."At the end of the training session, these are the topics which one would learn!!"

f) Put a global mail for training session, also mention that u would be Keeping a small test, so that the participants take the tech training serioulsly.

2) Decided on technical as well as behavioural training aspects

a) Plz be sure with the need analysis that you have done, as this is the basis on which u would b conducting training.

3) Training first??? So the decision is taken by top management, no harm in it. U can use this training session to impart some view about change managemet also.

4) Integrating technical & behavioural skills

- just simple....have a 2 day work shop and based on requirement u can have a 1.5 day technical skill & .5 days workshop on behavioural or otherwise..

5) Training module format

- Sample Questionaire is attached. I found this in one of the citehr itself.

- Check this link...it would help you get, as to what all information you can include in behavioural/communication module - https://www.citehr.com/1-vt15961.html?start=0

- Do build your own questionaire on basis of the attached format so that you can draw analsysis post training.eg: 89%liked behavioural training section more than technical, 40% like communication training more than body language training.

Vinod Vijapur
4th October 2006 From India, Mumbai

Attached Files
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File Type: zip evaulation_form_659.zip (77.1 KB, 2955 views)
Hello vinita,

It is good that already you have identified the technical and behavioural skills required by your people.

The details posted by vinod is also very nice.

To add further, the approaches to the evluation of training programmes are

The purpose of any training evaluation is to examine the training provided and determine how effective that training has been. Donald Kirkpatrick found that a convenient method of analyzing evaluation was to divide it into four different categories.

Reaction level

This provides an analysis of the trainee's attitude towards a specified training programme.

Learning level

This indicates of confirming that certain facts, skills, principles were communicated to trainees and that minimum standard of proficiency achieved.

Behaviour level

This is to verify what has been learnt in the training has not only been absorbed by the trainee but is reflected in a change in his/her behaviour.

Result level

It is an assessemtn based upon the one fact that every manager recognised cost effectiveness.

hope this brief input will be of use to you


senthil raj

5th October 2006 From Costa Rica, San Josť
Hi friends, I want the modules that could be included in conducting english classes. Not from the very basic but give outlines please.:icon1:
11th September 2008 From India, Bangalore
Hi Vinita,
I am interested in working for you on contract/project basis as sales trainer for your organization.
I am a NeuroLinguistic Programming Certified (ABNLP) Practitioner from London and confident that with my 3+ years of experience in training and development could make great contributions to your organization.
I can cover following topics covering NLP techniques and tools.
1. Negotiation Skills
2. Marketing Mgmt.
3. Sales Mgmt.
4. Communication Skills
Thank you for your consideration and I look forward to hearing from you.
Tawanpreet Kaur
MBA (Marketing)
NLP Certified (ABNLP) USA.
Mob: 09990319812
17th September 2008 From India
Hi friends I need training Identification form urgently.....Please help me out and give some form
18th September 2008 From India, Ahmadabad
Hi Vinita,

I,m new to this site and thus unaware how it works. I,m not sure if you are still looking for help and if my response reaches you. Anyways in case the response reaches you even if you are done with teh Training work, send me a confirmation of mail so I know that this is how it works.

Now, I have been in Training domain from last 11 years and feel that I,ll be able to assist. Since I,m completely unaware of the specifics, I'd like to give some basic pointers:

1. Seperate Technical Training and behavioural training needs.
2. Club the level of people for which various training needs are identified, in order to avoid under or over training. For Ex. Time Management is a need identified for Sr Level and for Entry Level, it is advisable to have one comprehensive module and 2 versions derived out of it.
Also it'll help you roll out the modules in phase manner.
3. While desiging modules, go reverse, time available-Lesson Plan-Powerpoint-Trainees Manual-Trainer Manual. Prepare all frour (Lesson Plan to Trainer,s Manual) all before rolling the module out. It ensures standardisation and is long term.

If you give me the topics on which you require modules, I may be able to help you with content as well.

Any other assistance, you can mail me back


18th November 2008 From India, Mumbai
Shikha, I am doing communication, motivation, personality development, career development can you help me.
2nd March 2009 From United Arab Emirates, Dubai


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We conduct following training programs:
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2. High Impact Presentations
3. Communication Skills , Business writing
4. Interviewing Skills
5. Stress Management
6. Time Management
1.Designing of policies and policy manuals
2. Designing appraisal questionnaire
3. TNA Survey
4. Employee engagement and attitude survey
5. Employee satisfaction survey
6. Hr Audit Survey
7. Designing of training program and content development
19th February 2014 From India, Pune
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