You may know what topics must be covered in the training program, but who are the people who will benefit from these new skills and competencies? By finding out more about your participants, and the characteristics that help them learn, you should be able to design a training program that meets their needs. You may, for example, need to find out what similarities there might be between the groups of people who will be participating in the program, as well as what their current skill levels are. The choice of training package, venue, style of training, and so on, will depend on this. For example, are the participants:
- ■ people who are already in the workforce who might have constraints on their time?
- ■ school graduates who may have a limited knowledge of the working world?
- ■ special target groups who have very specific training needs?
- ■ people who are already experienced in their respective fields and who may only need a refresher course?
- ■ apprentices or trainees whose training program may be delivered on the job over a period of years?
- ■ individuals who wish to change their career path or prospects?
- ■ unemployed people who wish to improve their employability skills?
- Other aspects of a training participant that may influence the program design include:
■ their foundation skills, such as:
- ♦ level and previous experiences of formal education
- ♦ level of their LLN skills
- ♦ ability to communicate in the workplace
- ♦ ability to solve problems
- ♦ initiative they have shown in completing work
- ♦ ability to plan and organise
■ their current skill or competency levels in a work role
■ the depth and breadth of their current and past work experience
■ any special needs—physical or psychological—that may impact on their ability to learn.