Training And Development
Learning & Teaching Fellow (retired)
K V N Kishore
Thank you for posting your query.
You question isvery vague and broad in scope as it covers 2 different subjects in the training and development domain. However, lets try and make some sense out of this.
Training Course Outline
A training course outline gives a brief about the program and the outcomes of the training intervention.
Outline - The Communication Skills course will enable participants to build on new skills that will enable them to communicate effectively with their customers or colleagues or whoever the targeted beneficiary of the course is.
A course outline is first impression of what the course talks about and how it will solve the current operational or efficiency issues.
Outcomes or Objectives
Outcomes or Objectives highlight the key components of the course and the training need areas the course intends to address.
At the conclusion of the program participants will be able to:
- Describe the different communication styles
- Objective 2
- Objective 3 and so on.
Hope this solves your query to a certain extent and gives you an insight into what needs to be done at your end.
All the best.
The Training Specialist
6th October 2013 From India, Mumbai
god bless u
if u are supporting a client and u are not sure of what is to be done, you will make a mistake and ur org reputation will be ruined.
you outsource it or dont take up the assignment
you can ask your client to contact me at
i can render necessary help .
6th October 2013 From India, Indore
Please see Student Branding Blog - Dan Schawbel and Corporate Etiquette - Dos and Donts Prepare an outline, post it here, and then seek help to improve the structure. Who will be conducting the sessions and what is his/her background?
If you post a query without details, you will only get responses from consultants offering help at a price.
6th October 2013 From United Kingdom
7th October 2013 From United Kingdom
any training design in my view , hinges on the expected outcome by the organisation which imparts the training.
Three questions that needs to be ansered by the company are:
1. what do they want from the programe; for ex: awareness of the corporate etiquette ( knowledge) ; practsing good corporate etiquettes ( skills) or change in the etiquette of the empployyes ( attitude) . This KSA clarification is the basis of the objectives of the prg.
2. When do they want the prg and the results from it?
3. and WHy do they want it
Once these issues are settled a meeting with all stake holders viz, employees, emplyoers etcshould be arranged to learn about the expectatioons of each group from the trg prg. Some times these could be very divergent and parallel . For ex. while the employer wants certian code of conduct as per the org culture is to be followed in ,say, internal communications the employee may be looking for a easier way. The trg prg should integrate these two so that finally the org requirement comes to the fore
Lot many role plays and activities can be in communications and personal grroming. Pshyometric instruments ( avaiable from Pfizzer) can also be used. However all these should blend with the trg contents which in turn emanate from the objectives.
Do an activity may evoke fun and excitiment which gets fretted away and lightens the seriousness of learning , if these activities are not processed towards desired goals.
7th October 2013 From India, Hyderabad
thanks Mr.Kishore for giving important inputs regarding Training and Development part.I totally agree regarding any activity we should design, implement and organise in such a way which should be fun, entertainment with learning. relaxed atmosphere always create more participation and attention of employeees.
8th October 2013 From India, Madras
If you are running against time then this PPT may pretty much fill a big gap for you.
Also see this thread for additional info on how you may prepare your outline.
Others have given you quite a deal and I hope you decide on your
long-term vs short-term goals for closing this assignment and in the process
forever build the knowledge to draw out your own course objectives and outlines.
9th October 2013 From India, Aurangabad
The client is no need to know the training details but do need what kind of training you are going to do.
Our Employee Training Program:
Our Company recognizes that education increases employee's effectiveness on the job and helps him/her prepare for future advancement. So our Company provides a number of training activities designed to further employee's general education and to help employee develop his/her skills and abilities.
Most of the responsibility for employee's on-the- job training lies with his/her supervisor who has been trained to help employee set his/her goals and develop his/her full career potential. Additional training programs of a more formal nature are administered by employee's department, as well as by the Training Section of the HR Department.
One of the most valuable ways in which the Company can assure the availability of staff to fill management vacancies is through our Management Training Program. Admission to the program is based on educational achievement, aptitude tests, prior experience plus - for current staff members - at least two years of full-time service. The timeframe for completion of the program is flexible - depending on employee's individual performance and progress. if employee is interested in this program and he/she would like to know if he/she is qualified to apply, please see employee's supervisor.
In addition to all of our in-house training capabilities, the Company cooperates with a number of outside professional and educational institutions which provide seminars, conferences and other courses of study to help further employee's education and training. The Training Section has more information about courses offered by outside organizations and the requirements for enrollment.
Hope the above helps.
15th October 2013 From China, Shanghai