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L&D Process Flow

This document outlines the learning and development process flow for schools, learning centers, districts, and offices. It describes the key steps as: 1. Conducting a training needs analysis to identify gaps and needs for employees. 2. Planning training programs by establishing objectives, identifying benefits, and designing the training structure. 3. Delivering training using various methods like lectures, discussions, simulations and ensuring objectives are specific, measurable, achievable, relevant and time-bound. 4. Evaluating training impact through a terminal report and post-training evaluation to improve future programs. 5. Creating a learning action plan for employees to apply learning back on the job.

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Majalia Antonio
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© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
450 views

L&D Process Flow

This document outlines the learning and development process flow for schools, learning centers, districts, and offices. It describes the key steps as: 1. Conducting a training needs analysis to identify gaps and needs for employees. 2. Planning training programs by establishing objectives, identifying benefits, and designing the training structure. 3. Delivering training using various methods like lectures, discussions, simulations and ensuring objectives are specific, measurable, achievable, relevant and time-bound. 4. Evaluating training impact through a terminal report and post-training evaluation to improve future programs. 5. Creating a learning action plan for employees to apply learning back on the job.

Uploaded by

Majalia Antonio
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Orientation on

Learning &
Development
Policy
Learning • The learning and development activities in the
schools, learning centers, districts and offices shall
Delivery observe the L&D Process Flow. The overall conduct
Process Flow of each activity will be guided by this.

2
TRAINING NEEDS ANALYSIS PLANNING
LEARNING OBJECTIVES
It is the process in which the It starts with establishing the
objectives, identifying the These are the intended measurable
organization identifies training and
outcomes that your trainees will
development needs of its employees benefits of the trainees, achieve once they have finished a
so that they can do their job recognizing the desired course.
effectively. outcomes, necessary steps,
designing training structure, LOs make the purpose of the
These three processes can be done to
time frame and other related training clear.
ensure quality L& D Activities:
• Identify the training needs preparations. • Define expected outcomes
• Perform a gap analysis Before the conduct of any • Put conditions into great
training program, staff consideration
The LD analysis will focus on orientation-workshop is • Align training objectives with
assessing knowledge, skills and conducted to: business goals.
abilities. Choose the method or • Formulate learning
methods that best suit your goals
objectives Are the objectives SMART?
from:
• Craft training design • Specific
• Questionnaires • Make session learning • Measurable
• Observation episode (SLE) • Achievable (sometimes agreed)
• Interviews • Identify resource persons/ • Realistic (or relevant) and
• Examining Work management staffs, etc. • Time-bound (or timely)
• Assessment • Choosing training modalities • Other details
• Competitive analysis • Other details 3
Example:
CRAFTING OF TRAINING DESIGN

It is developing new training and


development courses for your existing
employees. It roots out the gaps in
training and fills them in with new
material for better performance. It also
allows your team to grow their skills
rather than becoming static in their roles.

Is the TD based on the TND and aligned


with the objectives set?

Design Steps for TD:


• Define purpose and target participants
• Determine participants’ needs
• Define training goals and objectives
• Outline training content
• Develop instructional activities
• Prepare the written training design
• Determine follow-up activities
4
5
6
7
DELIVERY

Training Delivery Methods consist of


techniques and materials used by
trainers to structure learning
experiences
TERMINAL REPORT
List of Training Delivery Methods:
Terminal Report is an opportunity
• Face to Face training using 4 As or
for the implementing entity/
Adult learning
organization to present the training
• Technology Based Learning/online
outcome, particularly with regard
• Simulation
to meeting the expected
• On-The-Job Training
accomplishments and delivering
• Coaching/Mentoring
the anticipated results.
• Lectures
• Group Discussions and Tutorials
• Role Playing
• Management Games
• LAC Sessions
• Self-Learning Modules
8
TRAINING EVALUATION
POST-TRAINING EVALUATION
It refers to an attempt to obtain
relevant information on the effects It is a critical part of any training program.
of a training program. It is Not only does it give you an idea of what
considered an essential aspect of a the participants thought of the course but
training program. It is considered an more importantly, it tells you what’s
essential aspect of a training event working and what’s not. Furthermore, it
to be able to reflect, analyze, and gives you a valuable insight of the training
improve its effectiveness and
program from the participants’ perspective.
efficiency.

It measures learning behavior,


The following are some of the important
results and areas for enhancement. questions that the concerned participants
and management staff need to answer:
A standard M&E tool is used to • What went well and not so well in the
measure the effectiveness of the course?
training program conducted. • Are there areas needed for enhancement?
Qualitative and Quantitative • Processing of the activity is important to
analysis are utilized to ensure clarify group interactions and assure
reliability and accuracy of the data interpersonal learning.
gathered

9
Learning Action Plan
10
LEARNING ACTION PLAN
(LAP)
PLEASE PRINT ALL INFORMATION REQUESTED
Name: Position Title/Designation
Work Station (School/Office Unit) School Division Office Region
Service Provider (Name of DSP/LSP) Program Course Title Course Date

Situationer
 
Date    
Expected
Success
Indicators:
 
Workplace Describe current situation Expected Remarks
Developme problem or opportunity in your Implementa Beneficiarie What will serve
nt tion Output s as evidence of
workplace that you need to success of the
Objective address through your REAP. REAP
?
           
             
     
     

Prepared by: Approved by:


_________________________ ________________________________________
Signature of scholar/Date Name and Signature of Immediate Supervisor of Scholar / Date
Thank You

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