Training Curriculum Designer
Overview
The Training Curriculum Designer skill provides specialized capabilities for designing comprehensive training curricula and learning paths. This skill enables competency-based learning design, learning objective development using Bloom's taxonomy, and complete training program planning for change initiatives and capability building.
Capabilities
Competency-Based Learning Paths
- Create competency-based learning paths
- Map competencies to learning objectives
- Define proficiency levels
- Design progression sequences
Learning Objectives Development
- Generate learning objectives using Bloom's taxonomy
- Create measurable outcome statements
- Align objectives with business goals
- Structure objectives by cognitive level
Training Module Outlines
- Create detailed training module outlines
- Define content sections and activities
- Specify duration and delivery method
- Include practice and assessment components
Assessment Instrument Design
- Design assessment instruments
- Create pre/post knowledge assessments
- Develop skills demonstrations
- Build competency verification tools
Training Effort Calculation
- Calculate training effort and duration
- Estimate development time
- Plan delivery resources
- Budget training costs
Blended Learning Strategies
- Create blended learning strategies
- Mix synchronous and asynchronous
- Combine digital and in-person
- Design reinforcement activities
Training Schedule and Logistics
- Generate training schedules
- Plan venue and resource requirements
- Coordinate facilitator assignments
- Manage participant enrollment
Usage
Create Learning Path
Create a competency-based learning path for:
Role: [Target role]
Competencies Required: [Competency list]
Design progression from novice to proficient.
Develop Learning Objectives
Develop learning objectives for this training:
[Training topic description]
Apply Bloom's taxonomy and ensure measurability.
Design Training Module
Design a training module for:
Topic: [Topic]
Duration: [Available time]
Audience: [Target audience]
Include content outline, activities, and assessments.
Plan Training Program
Plan a complete training program for:
Change Initiative: [Description]
Target Audience: [Roles and count]
Include curriculum, schedule, and logistics.
Process Integration
This skill integrates with the following business analysis processes:
- training-enablement-design.js - Core training design
- knowledge-transfer.js - Capability building programs
- change-management-strategy.js - Change training components
Dependencies
- Learning design templates
- Bloom's taxonomy framework
- Training planning tools
- Assessment design guides
Training Design Reference
Bloom's Taxonomy - Cognitive Domain
| Level | Description | Action Verbs | |-------|-------------|--------------| | Remember | Recall facts and concepts | Define, list, identify, recall | | Understand | Explain ideas or concepts | Describe, explain, summarize | | Apply | Use information in new situations | Apply, demonstrate, solve | | Analyze | Draw connections among ideas | Analyze, compare, examine | | Evaluate | Justify a decision or position | Assess, critique, evaluate | | Create | Produce new or original work | Create, design, develop |
Learning Objective Format (ABCD)
- Audience: Who will learn
- Behavior: What they will be able to do
- Condition: Under what circumstances
- Degree: How well (criterion)
Example: "Given a customer complaint (C), the service representative (A) will resolve the issue using the 5-step resolution process (B) with 90% customer satisfaction (D)."
Training Module Template
MODULE: [Module Title]
Duration: [X hours]
Delivery: [Method]
OBJECTIVES:
By the end of this module, participants will be able to:
1. [Objective 1]
2. [Objective 2]
3. [Objective 3]
CONTENT OUTLINE:
1. Introduction (X min)
- Learning objectives
- Relevance to role
2. Topic 1 (X min)
- Content
- Activity
3. Topic 2 (X min)
- Content
- Activity
4. Practice (X min)
- Scenario/exercise
5. Assessment (X min)
- Knowledge check
6. Summary (X min)
- Key takeaways
- Next steps
MATERIALS:
- Slides
- Participant guide
- Job aids
- Assessment
Blended Learning Mix
| Component | Purpose | Examples | |-----------|---------|----------| | Self-paced | Knowledge acquisition | e-Learning, videos, reading | | Instructor-led | Complex concepts, Q&A | Classroom, virtual sessions | | Practice | Skill development | Simulations, role plays | | Social | Peer learning | Discussion forums, cohorts | | On-the-job | Application | Assignments, projects | | Coaching | Individual support | 1:1 sessions, mentoring |
Training Effort Estimation
| Activity | Development Ratio | |----------|------------------| | Instructor-led | 40:1 (40 hrs dev per 1 hr delivery) | | e-Learning (basic) | 80:1 | | e-Learning (interactive) | 180:1 | | Video | 20:1 | | Job aids | 10:1 |
Assessment Types
| Type | Purpose | When to Use | |------|---------|-------------| | Pre-assessment | Baseline knowledge | Before training | | Knowledge check | Retention during training | End of modules | | Post-assessment | Learning validation | End of training | | Skills demonstration | Application ability | After practice | | On-the-job observation | Transfer of learning | Weeks after training |
Kirkpatrick Evaluation Model
| Level | Measures | Methods | |-------|----------|---------| | 1 - Reaction | Satisfaction | Surveys, feedback forms | | 2 - Learning | Knowledge/skills gained | Assessments, demonstrations | | 3 - Behavior | Application on the job | Observation, manager feedback | | 4 - Results | Business impact | Metrics, KPIs |