Skip to content
Training design & evaluation
العربية Sign in Sign up free

Training design & evaluation

Training & development

Training design & evaluation

The ability to turn the organisation's performance needs into training programmes with measurable objectives, aligned activities and aligned assessments, and then to evaluate those programmes with evidence, from learner reaction through on-the-job application to business results. It produces training investment aimed at real gaps, and data-based decisions to continue, revise or stop programmes.

CE-D02-02 Type: Functional

Foundational

Designs training programmes and sessions for predefined needs and applies ready-made evaluation tools, following the organisation's templates with guidance available.

Behavioural indicators

  1. Writes learning objectives for each programme that start with an observable action verb and state a mastery criterion, using the organisation's approved template.
  2. Prepares a session plan showing sequence, timing of each segment, activities and required materials, and submits it to the supervisor for approval before delivery.
  3. Completes an alignment matrix linking every activity and every assessment item to at least one learning objective, and removes or revises anything that links to none.
  4. Administers the approved learner-reaction survey and pre- and post-tests, and submits a short results report within the set deadline.
  5. Records trainer and learner feedback on the content in the programme log, and proposes specific changes for the next run.

Learning journey

▶ Start the journey · about 13 minutes

Advanced

Leads design and evaluation in ambiguous or high-impact cases, adapts the method to the context, improves the process and guides colleagues.

Behavioural indicators

  1. Analyses with the requesting manager the gap between current and required performance, determines whether training is the right solution, and documents the proposed alternative when it is not.
  2. Selects the delivery mode (classroom, digital, blended or on-the-job) based on the target group's profile, operational constraints and budget, and documents the rationale.
  3. Sets, before launch, an evaluation plan defining indicators of on-the-job application and business impact, their data sources and collection timing, and agrees it with the requesting unit.
  4. Analyses evaluation data from more than one level and source, and gives management an evidence-backed recommendation to continue, revise or stop the programme.
  5. Reviews less experienced colleagues' designs against a quality-criteria checklist and returns them with written, actionable feedback.

Learning journey

▶ Start the journey · about 12 minutes

Positions that require it

Further learning

Chosen resources for those who want to go deeper after the journey.