Yes of course, here you are.
I just want to clarify that this is exactly what we do now. I did not change anything yet although i think that we have to make some improvements
I just want to clarify that this is exactly what we do now. I did not change anything yet although i think that we have to make some improvements
I see no learning objectives as design inputs.
You say the "framework" of the training is based on the "participants? competency and experience".
This suggest that you enable the participants to assess their competency against the learning objectives (or competency requirements) before they sign up for the course. Or that the participants may sign up for the parts of the course that will help fill gaps in their competence.
Normally, courses are designed to fulfill learning objectives. Those learning objectives come from the competency requirements but rarely fulfill all of the requirements for competency.
For example, the training may provide the knowledge but not all of the skills.
Lastly, participants may lack the innate abilities to become competent - are the participants informed of these innate abilities before they sign up?
I suggest you ask top management to identify the process owner (the person who has the most expertise in this process) and for you to work with this person to analyze "designing training programmes" more deeply.
John
