Distill the training purpose and objectives. Create an outline for the sequence of training. Arrange all of the materials that pertain to the learning tasks in sequential and logical order. List out every step in detail, with descriptions of their purpose. Review the order of steps several times and adjust accordingly.
Meet with supervisors and managers who oversee the activities being studied. Ask for input as to what tasks they consider necessary in their departments or area. Review the sequence of each task and confirm how it should be included in the sequence of training. Determine the optimum times of each day for each task. Include any equipment, information and environmental factors as they seem appropriate.
Use the information received from manager and supervisors to conduct an experiment using a person familiar with the training or tasks involved. Watch several people as they perform the sequence of tasks as they are listed. Note anything that seems awkward and make adjustments accordingly. Use expert, mid-range and novice persons in the preliminary sequence experiment. Fashion levels of training according to those three levels. Encourage communication from all of those involved in designing the training sequence. Create and obtain survey results for later incorporation into the training sequence.
Consider learner or student readiness as factors for the sequencing of training. The basic and general learning capacity, aptitudes, levels of motivation, background and emotional and physical aspects of a student will contribute to specific training ability. Think about personalities, age and learning styles that may apply to the types of students that will participate. Adjust the sequence of training factors to include these specifics.
Address and re-sculpt the learning conditions and surrounding environment for the training. Ensure that they are adequate for the purpose intended and have a good chance of creating the desired result. Understand how the instructor will affect the success of the training and how this applies to the transfer of information.
Coach managers and supervisors on how to conduct the most effective training sessions. Develop a checklist for them to use while monitoring employee task performance both in the training and while on the job. Finalize the sequence of training materials and review with supervisors and managers.