First, make clear the purpose of the course.

The purpose of curriculum development is to explain why employees should be trained. Because only by clarifying the purpose of the training course can we determine the goal, scope, object and content of the course.

Second, the training needs analysis

Training demand analysis is the first step for course designers to develop training courses. The purpose of training demand analysis is to meet the needs of the organization and its members, and to adjust and analyze from the organizational environment, individuals, positions and other levels, so as to judge whether the organization and individuals have training needs and what training needs exist.

Third, determine the objectives of the training course.

The goal of the training course is to explain the standards that employees should meet in training. According to the training purpose, combined with the above demand analysis, the training course objectives are formed.

Fourthly, the overall design of the course.

The overall curriculum design is a curriculum framework for the training needs of a certain topic or a certain type of people. The tasks of the overall curriculum design include determining the cost, dividing the curriculum units, arranging the curriculum and selecting the training place.

Fifth, curriculum design.

On the basis of the overall design of the course, the process of determining the teaching content, teaching methods and teaching materials of each unit in detail.

The quality of course unit design directly affects the training effect and students' evaluation of the course. In the process of training, as a relatively independent course unit, it should not be separated in time.

Six, phased evaluation and revision

After the course unit design is completed, it is necessary to evaluate and modify the demand analysis, course objectives, overall design and unit design in stages to lay the foundation for the implementation of course training.

Seven, the implementation of training courses

Even if a good training course is designed, it does not mean that the training can be successful. If there is no proper preparation in the training implementation stage, it is difficult to achieve the training objectives. The preparatory work for implementation mainly includes the selection of training methods, training venues, the application of training skills and appropriate course control.

In the process of training, mastering the necessary skills of cultivating continent is conducive to getting twice the result with half the effort.

Eight, the overall evaluation of the course (training effect evaluation)

Training course evaluation is the summary and judgment of the whole course after the implementation of the course. The key point is to determine whether the training effect has reached the expected goal and the students' satisfaction with the training effect.

How do internal trainers do a good job in curriculum design and development

1. The content is easy to understand.

The content of the course is easy to understand, which is to make students sound acceptable. This is the principle that curriculum design must follow. For example, in the process of training, students' academic qualifications are high or low, and the content and cases of the course should adapt to the understanding ability of most people. If the course content is too difficult for many students to understand, it will be difficult to achieve good results.

2. Simple structure

Concise curriculum structure means that the overall structure of the curriculum should be concise and clear, so that students can see it at a glance and understand it easily.

Show elegance

The elegance of the course is to make students sound pleasing. Of course, while presenting elegance, the course can also add some vulgar content, such as popular jokes, which can quickly concentrate students' attention, effectively adjust the classroom atmosphere and help them release the pressure of daily work.

Second, the most acceptable curriculum structure for students.

As shown in Figure 2, during the training process, students' favorite three course structures are: wonderful and attractive "tiger head", graceful and slender "dragon body" and clean and neat "leopard tail".

Figure 2 Students' favorite curriculum structure

Take a 120-minute training class as an example, the tiger's head should take up at most 5 ~ 10 minutes, and the leopard's tail should also be controlled at 5 ~ 10 minutes. The middle story is about the dragon's body.

Tiger head, opened like the cover of a book, should be beautiful and attractive. Generally speaking, if there is a very good case explanation at the opening, the time is almost 10 minute; If you just introduce yourself, it will take less than 5 minutes.

Leopard tail, the end of the course should be simple and clear, clean and tidy. Remember that the course must be finished within the scheduled time, don't delay. If it is delayed, it can't exceed 10 minutes at most, because psychological survey data shows that the tolerance limit of people is 10 minutes.

1. Open Course Design-Tiger Head

Tiger head is the opening design of the course, which mainly includes the following contents, as shown in table 1.

Table 1 Course Design

content

biographical notes

Method guide

preface

Get sb's attention

Carefully prepare a related joke, anecdote, famous saying, poem, etc.

topic sentence

Clearly introduce the purpose and main content of your lecture.

Today, I want to talk/share/introduce/communicate with you. ...

Information sentence

Tell the participants what you think of this topic.

I think/believe/suggest ...

in my opinion ...

Concise, lively and clean.

Leopard tail should be simple, bright and clean. It should be noted that the ending should be simple, but there should be content.

How to develop enterprise training courses

To develop enterprise training courses, according to the curriculum development design of China Training Network, we need to pay attention to the following points:

In the course design, we should first keep the content and design scientific, that is, the content should be true, the system should be rigorous, and even every punctuation should be carefully revised. Don't talk big in PPT Because our readers generally don't like reading long paragraphs, it is better to express them concisely. If you want to use big words, you'd better put them in your notes. In addition, we should pay attention to the logical relationship between language and events. For some procedural traffic words, it is best to set it as traffic.

Secondly, we should pay attention to the novelty of curriculum design and content. If the trainer does not update the content and form of the course, the final knowledge system will be difficult to meet the needs of the trainees, and the trainer's career may eventually end. Observe what is happening around you at any time. Pay attention to the analysis and investigation of the needs put forward by customers, so that the curriculum design is targeted and practical.

Finally, we should pay attention to the interactivity of curriculum design. /kloc-There must be at least one teacher-student interaction every 0/5 minutes. According to the survey of relevant institutions, adults' attention to learning is generally around 15 minutes. Only by using interaction can the information of teachers' teaching be presented here, so that students can absorb and apply knowledge. Scenario simulation and role-playing can be used, and round-table discussion can be used if conditions permit. In addition, curriculum design should include curriculum outline, curriculum exercises, curriculum teaching manuals and student learning manuals. But at present, most trainers have few teaching manuals. For the newly developed courses, we must find ways to teach them so that those non-professionals can understand them, and they should be concise and easy to understand.

What are the steps involved in the development of training courses?

General steps in the industry:

1, topic-what problem do you want to solve?

Step 2 study

3, material preparation

4. Data analysis

5, curriculum outline production-the core

6, course content writing-the key

7. Supplementary materials

8, PPT production

My own steps:

1, write the curriculum development schedule (when to complete the idea, when to complete the outline, when to complete the collection and preparation of materials, when to complete the content writing, when to complete the courseware production)-this is the first step, I think it is very practical.

2. ideas-core (What are the highlights of the course? What do you need to include? If you think of anything, write it down. )

3. Outline-key points (rough processing, arrangement and supplement of ideas)

4. Materials

5. Content writing

6, PPT courseware making

The course is basically completed in one go, ensuring efficient completion, rather than tinkering. This is my own understanding of developing more than 70 courses, which is not necessarily suitable, but can be used for reference.

How to Develop the Course of Corporate Culture

To do a good job in the development of corporate culture courses, we must first know what the regular content of corporate culture training is.

The new advantage consulting company believes that corporate culture training generally has five training contents: 1, corporate culture value and creation theory; 2. The corporate culture characteristics and concept connotation of the company; 3. The essence of various institutional policies of the enterprise; 4. The internal and external changes of the enterprise and the essence of the problem; 5, employee behavior requirements and performance evaluation.

After the content is determined, as for the development ideas, the new advantages think that there are two main ideas for reference:

1, for basic courses (such as basic employee training: new entry/job transfer; Training for middle and senior managers: in/up; Corporate culture manager training; Corporate culture lecturer training), we need to adopt the development idea of "starting with ideas and pointing out the direction of action", that is, curriculum development is mainly biased towards the introduction of basic theories of corporate culture; Elaboration of corporate culture concept; Position orientation and action requirements guidance, etc.

2. For specific courses (such as enterprise management training: values and operational links; Annual management theme training; Major policy support training; Focus on sensitive topic training; Crisis event support training), we need to adopt the idea of "starting with problems and exploring solutions", that is, introducing through topics; Concept guidance and countermeasure guidance.

How to develop a good course (lesson plan version) and write it to internal trainers

Cases should not only explain the teaching ideas and describe the teaching process, but also explain the teaching results-the immediate effects of some measures in teaching, including students' reactions and teachers' feelings, which problems have been solved, which problems have not been solved, what regrets, plans and assumptions, etc. Taking "problems" as the main line, there are contradictions, conflicts and even "suspense", which can arouse readers' interest and deep thinking.

How to design teacher training courses: a guide to participatory curriculum development

What we give are concrete and operable suggestions and methods. In this way, no matter where you specialize in the world, you can improve the pcd process according to your own needs and adapt it to local conditions. Our suggestions include how to avoid common problems and how to overcome their limitations. We hope this book can help you and your colleagues learn and train others more effectively. But please remember, this book is not a template or a secret, it should be a guide, a guide that can be adjusted according to your situation and needs. We invite vso (translator's note; Three trainers and course developers of vso (English abbreviation for British Overseas Volunteer Service) made an action research project for this book, and adopted pcd circulation system in their work. They recorded their own practices, modifications and results. We quoted their cases in the book. Through these cases, you can see how they adapt pcd to their actual situation. We hope this information will help you understand how to apply pcd flexibly in your work. ...

If so, would you like to be an internal trainer, and in which courses do you develop and give lectures?

We came to a family. To put it bluntly, there are only two ways: happiness and money, hoping to make more money. The second is "the future". If we want to grow, we must have room for development, and "future" is the basis of "money way". If we want to be an expert in internal training, I suggest that you must be an internal trainer. Because sharing is the best learning, being an internal trainer can speed up our learning. There is a book called Seven Habits of Highly Effective People, which is a classic written by Covey. Open the title page of this book. The first chapter is about how to make good use of this book. He suggested that when reading, we can read as teachers, get ready at any time, and share and discuss the reading experience of this book with people around us within 48 hours. If you can do this, you can deepen your impression, gain knowledge and have stronger motivation to help you apply those principles. We have also seen such a set of data, and the absorption rate is around 20% only by reading in learning. If you can not only read, but also listen, it will absorb about 40%. If you not only read and listen, but also have the opportunity to do it, it will be 70% to 80%. If you can develop it into a course and tell it to others after you finish it, it is possible to digest and absorb more than 90%. In the past few years, we have witnessed the growth of many teachers, such as business etiquette, a very common course. Some "natives" become gentlemen as soon as they speak, and some "savage girlfriends" become ladies as soon as they speak. So, if you want to be an expert in your major, I suggest that you must be an internal trainer at school. If you don't want to be an expert, a leader and a manager, we still suggest that you be an internal trainer. Why? What are you running for? Manage talents, products and markets. In the final analysis, products and markets are run by people. If you want to be a leader, you must know how to train talents. Mr. Liu Chuanzhi once said: What if you do it? Is to be human. Kazuo inamori also said that the starting point of his career is what a person should do. Therefore, if you are a leader and a part-time internal trainer, what you can learn and exercise is largely how you coach and motivate your subordinates. You can fully realize this in the process of being an internal trainer. Some people may not want to be experts or leaders, thinking that "plain is true" and just want to be an ordinary employee. Even so, becoming an internal trainer is still a good choice for you. Because we all know that communication is very important to everyone. Only 15% of a person's success is related to your professional skills, while the other 85% is related to your interpersonal relationship and communication skills. Communication and expression are the basic skills of internal trainers, and no excellent internal trainer is good at communication and expression. To sum up what we just said, whether you want to be an expert or a manager, or just an ordinary employee, being an internal trainer is very helpful to you. Lenovo has a famous saying, "Only talk about not practicing false feelings, only practice not stupid words, only practice true feelings!" If you want to be a "real boss" in the workplace, don't hesitate to be an internal trainer!

How to develop enterprise training courses

First of all, start with determining the curriculum requirements and teaching objectives. Before developing a course, carefully consider what the goal of the course is in the development. Who will come to class in the future? What's their problem? How well do they master the course content? And other issues, so that your curriculum development is targeted. The best way is to communicate with future lecturers and lecturers' supervisors, fully understand the answers to the above questions and be confident.

Secondly, it is necessary to determine the curriculum outline and timetable. According to the results of the previous communication and the gap between the requirements and the status quo, the curriculum outline is determined. According to the author's experience, when determining the course outline, we can refer to the outline introduction of similar courses provided by other consulting companies in the market. This can broaden our thinking and learn from each other's strengths.

At the same time, it is particularly important to determine the timetable. The so-called timetable refers to the length of teaching time in all parts of the whole course.