1. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd
HRD Training Executive
Development Plan of Training Executive for Course Developing
Competency
Trainer’s Name: ______________________________ Date:________________________
A= meets advanced competency (advanced tangible results or outputs are
visible)
B = meets basic competency (tangible results or outputs are visible)
I = incomplete (tangible results or outputs are not observed, missing or partially complete)
N= behavior not observed (not competent)
Course Designer Advanced Results or Self Rating 3rd-Party
Competency Output Rating
Planning Competencies: Needs Assessment
1 . Uses performance Performance analysis
analysis to sort training report
and non-training issues
2 . Uses target population Target population
analysis to identify statement
critical elements about Recommendations
the intended participants
3 . Conducts a “needs Data summary
versus wants” analysis Recommendations
to identify common
needs of a specific
target population
4 . Conducts a job analysis Data summary
to identify critical job Recommendations
success elements
5 . Conducts a task analysis Task breakdown
to break a task into its
teachable parts
6 . Creates a skill hierarchy Skill hierarchy Course
to identify supporting prerequisites
skills and course
prerequisites
7 . Writes terminal and Terminal and enabling
enabling learning course objectives
objectives that meet four
criteria
8 . Facilitates a feedback Shared
meeting to interpret data recommendations
Planning Competencies: Training Plan
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
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2. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd
HRD Training Executive
Course Designer Advanced Results or Self Rating 3rd-Party
Competency Output Rating
9 . Identifies the training Training plan issues
issue and how it relates related to a business
to a business need need
10. States the outcome, Training plan results
results, and objectives of
the training
11. States the performance Performance
deficiency and its deficiencies and
causes causes
12. Identifies or establishes Performance
performance standards standards
13. Identifies the target Target population
population statement
14. Establishes criteria to Evaluation tools
evaluate the training
15. Describes the proposed Variety of activities and
intervention interventions
Job aids
16. Estimates the cost of the Feasibility cost
training plan estimate
17. Builds a partnership with Partnership roles
management to ensure
success of the training
plan
18. Schedules training Training schedule
Developing Training Competencies
19. Creates a broad content Content outline
outline
20. Identifies sources for Resources
course content
21. Selects appropriate Methods based on
methods knowledge, skill, or
attitudinal objectives
22. Sequences training Sequenced training
methods methods
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
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3. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd
HRD Training Executive
Course Designer Advanced Results or Self Rating 3rd-Party
Competency Output Rating
23. Ensures a variety of Pacing plan
pacing for training
methods
24. Identifies how much Practice plan
practice is required to
learn a new skill
25. Writes training activities Written activities
26. Identifies the Template for lesson
appropriate type of plan
lesson plan for a specific
course
27. Writes the lesson plan Lesson plan
28. Conducts a pilot Pilot workshop Course
workshop and makes revisions
appropriate revisions
Evaluation Competencies
29. Designs a reaction Reaction sheet
sheet to get feedback
from participants
30. Writes a test to measure Valid and reliable test
learning
31. Creates a skill Skill performance
performance checklist to checklist
measure the transfer of
learning to the
workplace
32. Creates a return on Analysis
investment analysis to
identify results
% Total of competencies observed
% Total required for competence
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
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4. Development Plan: Course Developing Competency Carsem Malaysia Sdn Bhd
HRD Training Executive
1. List competencies that exceed expectation:
2. Identify
Underdeveloped or Knowledge, skills, and
unobserved competencies attitudes to acquire
3. Identify competencies that require coaching and feedback:
4. Identify resources required to develop these competencies:
Target date for re-evaluation:
The Trainer’s Journey to Competence. Copyright © 2005 by Jean Barbazette. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com Page 4