training-curriculum-designer

name	training-curriculum-designer
description	Design training curricula and learning paths for change initiatives with competency-based learning
allowed-tools	["Read","Write","Glob","Grep","Bash"]
metadata	{"specialization":"business-analysis","domain":"business","id":"SK-015","category":"Learning & Development"}

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