Organizational Development: A Manual for Managers and ... - FPDL

particular training proposals? Which technical means, e.g. video camera, TV-set, music,
flipcharts; overhead projector, etc. are available?).
8. METHODS (Which methods are to be employed in this case? How much of own trainees’
information and experience from their working environment may be used for processing? Which
kind of new experience is to be created in a course of training? What kind of issues may be
discussed in the groups? How many groups may be created? What should be processed
individually? )
9. TOOLS (Which instruments will trainer use? Brainstorming? Discussions? Case Studies?
Inventories? Aids? Handouts? Games? Demonstration? Simulation? Questions and Answers?
Action Planning? Humour? Why these ones? How are they balanced?)
10.PROCESS DESIGN (How the topics taught or touched upon are combined in a process chain?
How the beginning of a course is organised and trainees got involved in the process? How
midterm responses from trainees are organised on each step and how the results are
influencing following steps? How conclusions will come to trainees’ minds? When the
dissatisfaction of themselves and discomfort of trainees are rising and when mastered by
positive experience? What is the dynamic of utmost efforts and relaxation?)
11.DELIVERY (Is trainer keeping control over the process? What kind of control is used? How
participants are involved? Do they always keep attention? How participants are get relaxed? Do
they respect trainer? Do they trust him? Is he able to re-design process quickly enough in a
necessity? Is he able to respond to trainees’ request by relevant practical examples and clear
explanations? What is the speed of the process? Who or what determines it?)
12.OUTCOME (How participants have been altered in a course of training? What do they
understand differently? Which attitudes and pre-adjustments have been changed? Which new
skills have appeared? Are they ready to use them in practice? What will happen now differently
in working environment? Are they willing to get more training in a future? Would they like to get
more training from the same school/trainer?)
There may be much more questions along any item in the list. All the components of training are
complex. Moreover, the training process itself is a most complex entity, which may be born as a
child, developed in a right or wrong way, be sound or not, and die in a due time or earlier, or would
be successfully finished later, but collapsed at a deadline. The components of training are
interrelated in a way, which build the system in a classical term of the world: any component
influences each other and it is under the influence of all others. It may be illustrated by Figure 1.
195