Comment gérer plus efficacement les projets de formation ?

Every candidate must have a written job profile that helps candidate understand the main duties, pre-requisite courses requirements for the job, association/coordination/lease with to perform the duties, and safety rules. During the orientation/job onboarding process, candidate also provided with Career Path. The above helps the candidate a clear understanding of the job position. Job Task list helps candidate to understand the list of tasks for the position. Each job task must be defined with Terminal Performance Objective with clear Objectives, enabling objectives (Conditions & Equipment/Tools) for each task followed by Standards (Measurable standards). Giving KPI is easy. Giving complete understanding with support can help candidate.

the first thing to do is set roles and responsibilities within the project. all the other pieces fall into place once this is set. The responsible parties are needed to add the timelines and content. This allows for a full collaborative effort as well as input from people in different areas of expertise. Once all have done their part it is up to lead to ensure this is set up and doe in a way that it flows and keeps interest of all being trained.

Training is about people! When defining the scope of a training project, a large amount or attention should be focused on the persons you are attempting to train. How can i best help them understand what I want them to take away from the experience and how can I encourage them to want to learn, and use what they have learned. If I have no expected benefit as a learner, I will have very little likelihood of being one. People won't learn because the trainers want them to, they learn because they have some perceived value in making the effort to do so.

Defining a clear and comprehensive scope for training is crucial for ensuring that the training program is well-structured, targeted, and aligned with the organization's strategic goals. It also helps in managing expectations and ensuring that all stakeholders are on the same page regarding the training's purpose and objectives.

In my experience a successful training project starts with the end in mind, What learning objectives do the participants need to take-away from the training project and how does this align with the stakeholders strategy and business objectives. The learning objectives can be simple or complex depending on the required outcomes, therefore the simplicity or complexity of the learning outcomes will define the deliverables - will a 2 hour workshop suffice or is there a need for several workshops where participants apply what they’ve learnt and have the opportunity to reflect and share their experiences at subsequent workshops. From my experience, immersing participants in a learn, do, reflect, share, training project yields great results

Using the SMART framework ensures that the scope for training is specific, measurable, achievable, relevant, and time-bound, setting the stage for a successful and impactful training program. ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. It is a systematic instructional design model widely used in the training and development field. The framework helps ensure that training programs are well-planned, effective, and meet the needs of the learners and the organization.

I agree, but in my experience once the training project objectives are established and agreed with stakeholders, I’m in favour of using a coaching/mentoring framework such as GROW with participants. On the basis that individuals already have the answers within, and through posing relevant questions during the workshops, they can gain insight into new ways of thinking and developing an understanding of possible solutions to meet the training objectives. Subsequent workshops allow participants to reflect on their experiences and the outcomes they discovered through applying insightful solutions.

D'entrée de jeu, tout est question de vision selon moi. Il faut d'abord et avant tout prendre toute démarche de formation comme une démarche sérieuse. Ça ne veut pas dire que ça ne peut être ni agréable ni ludique, non. Mais la formation en milieu de travail, c'est du sérieux. Donc, tout part de là à mon avis. Une fois cette prémices considérée, le modèle ADDIE m'a toujours convenu puisqu'il permet de bien cadrer les développement de toute formation.

Planning is an important process for any project, but don't get too attached to your original plan. Plans need to be flexible to adjust to unforseen challenges, or just plain misconceptions. I try to build in to longer term plans times for evaluation of how things are going so far, and time for adjustments, if necessary. These make plans more realistic and workable.

From my experience; ‘never assume’!! Never assume … for example: - that the ‘Trainee’/Listener is fully engaged throughout each Session - what has been shared is what has (actually) been communicated Always seek to ‘reinforce’ Training/Learning; by - going over the Principles/Message with relatable/‘common place’ examples - asking open/‘follow-on’ questions as the Training Session(s) progress - periodically requesting the ‘Trainee’/Listener’s perspective on what has been communicated - engaging the ‘Trainee’/Listener in practical Tasks - encouraging the ‘Trainee’/Listener to maximize the Training Experience as this inter alia, serves as a Safe Space’ or Test Environment within which; to make and learn from one’s ‘mistakes’!

More effective and important during any training program to have simple terms to communicate effectively with impressive methodology.

An example I have seen when the least interactive person rises to share the opinion. The person experience shared at the peak of discussion shows rapport created by the trainer. Of course feedback is a great method as always

Instead of passively eliciting voluntary feedback at the conclusion of training courses, which are often perceived as merely an afterthought and roadblock to dismissal, turn the feedback process into an active conversation on a daily or instructional block basis. This allows for a more accurate collection of perceptions about content value, instructor delivery, and learning obstacles. If possible and practicable, make course corrections, as needed or appropriate. Overall, a more frequent and detailed elicitation of feedback will enable a richer learning experience through iterative improvements in each course delivery. Finally, it also demonstrates instructor commitment to professional humility, diversity in learning styles, and integrity.

Coaching A slightly different view on Training, especially training with complicated or customized requirements is Coaching. I can’t tell you how many times I have done training as per a request, only to find out the users actually gain more by having real world help while growing in their capabilities. The retention is much higher as well. This is how you get asked back by the client! What do you think?

Effective management of training projects hinges on clear objectives, thorough planning, and strong communication. Set measurable goals aligned with business outcomes. Develop a comprehensive project plan including timeline, resources, and responsibilities. Choose appropriate instructional design models and technologies based on learner needs. Communicate consistently with stakeholders to manage expectations and ensure alignment. Monitor progress regularly against key performance indicators and adjust plans as needed. Lastly, leverage project management tools and methodologies to stay organized and efficient. Proactive management ensures timely, impactful training delivery. Now we all have access to amazing tools use them and see results.