Title Page - Creative, logo, name of course, your company
name, date, addresses, names of people in group, email addresses. Copyright
and trademark your ideas.
Table of Contents - Serves as quick overview of your proposal
plus give the reader a quick reference to various sections.
Executive Summary - Since time is critical, use a tightly
written executive summary. Should be about two paragraphs, well written,
active voice, powerful, punch line your solution strongly.
Background of the Problem - Show how the proposal was initiated,
who performed the needs assessment, and what procedures were involved in
the process. This section puts the proposal into the context of the business
problem to be solved. One way to make this connection is to list the names
of stakeholders who initially raised the issues or who participated in
the needs assessment process. Tie it to the performance improvement model.
Show and explain the 5 steps and how your solution ties into these 5 steps.
Analysis of the Problem -- What is the problem to be addressed?
Why is the training solution needed -- how will the training bridge the
gap between an identified problem and the learning required. Show how the
training solution solves a specific business problem.
Identify the
WHO,
SOLUTIONS,
OPTIONALS,
CAUSES,
FEELINGS,
CURRENT CONDITIONS.
Use charts, graphs, etc. to make it easier to read.
Target Population (Stakeholders) - Who are to be served by
the training, those who will benefit, described as accurately as possible.
Include management's involvement.
Rationale and Goals of Proposal Training - Tied back to the
analysis of the problem; show why training is needed and anticipated outcomes.
It should answer: "What is the purpose of the proposed training and what
are the anticipated benefits?" Use charts, graphs, etc. whenever possible.
Have a strong defense for your solution.
Competencies (Learning Objectives / Topics) - List terminal
objectives for major KSAs. (At the end of module 2, your employees will
be able to… ). This tells them exactly what you plan to teach their
employees.
Evaluation Strategies (Kirkpatrick's 4 Levels) - How you
will evaluate project: formative and summative, using Kirkpatrick's four
levels. Include sample of evaluation forms in the appendix.
Transfer of Training - Your strategies for assuring that
training is transferred back to the workplace).
Overview of the Intervention -- This overview broadly describes
the training solution to the identified problem. This description should
include the types of learning activities proposed, where they will take
place, and who will be involved. Describing the nature and type of training
that will occur over a designated period of time provides the decision-makers
with a picture of the training experience. Show sample programs, homepage,
etc.
Curriculum Outline - This consists of the each topic -- in
logical order -- that details the content, organization, and sequence of
the proposed training program. It must be as complete as possible.
Training Sources required -- Instructional materials, hardware
and software, and personnel. Any pre-work to be completed by participants
before the training event should also be described here as well as a list
of handouts and other related materials.
Capabilities of the Training Providers -- describe the individual
trainers or your corporation's capacity to produce an effective training
solution and to deliver it in a timely fashion. It includes individual
qualifications of each trainer, references to other successful projects,
and a list of satisfied clients.
Development Schedule -- Sequence of planning events in a
step-by-step process covering blocks of time, that describes what needs
to be done, when it will be done, how long it will take, and in what sequence.
The schedule outlines the stages necessary to complete specific and separate
phases of the needs analysis and design of the training project and provides
and overview of the specific tasks to be done. It shows which tasks will
be done sequentially and which will be done at the same time as another
activity. The development schedule charts the most expeditious path to
design the training program. Use graphs, models, charts, etc.
Delivery Schedule - Delivery outlines which the pilot testing
will be done, when any needed revisions will be done, and when the product
should be available for rollout to the entire organization. The schedule
may cover a period as short as a few days or it may cover a year or more
depending on the nature and strategic importance of the project.
Costs - List the expenses involved in doing what is proposed.
Because proposals are written to sell decision-makers on a proposed solution
to an identified problem, it is extremely important that costs be fully
explained and well documented. Training competes for the organization's
scarce resources --they must provide sound estimates of costs. Give options
for training so they can choose. Break down into cost per session and per
participant.
Projected Benefits - Productivity improvements, quality improvements,
workplace improvements, ROI
