Managing Training Development Projects

Review training terminology, including the addie model, and explain how the training team and client's project team collaborate, while highlighting essential project manager skills.

Learn common training terms and acronyms, including instructor-led training, virtual learning environments, live in-person or remote sessions, web-based training, CBT, and LMS.

Explore the Addie model's analysis, design, development, implementation, and evaluation phases, with a deep dive into each deliverable that builds the final training course.

Discover the roles on a training team, with a project manager driving client engagement, strategy, schedule, and budget, while instructional designers design and develop trainings, and instructors and managers contribute.

Collaborate with the client's project team, led by the project lead, to review the training schedule and budget; subject matter expert, or smee, confirms content accuracy for the instructional designer.

Master project management through a blend of standard scope, budget, and scheduling practices, plus essential soft skills like negotiation, empathy, clear communication, and collaborative decision making.

Review training terminology and the Addie model, noting collaboration between the training team and the client's project team, and highlight essential project manager skills for the analyze phase.

Initiate client outreach to the training department for an initial meeting. Conduct training needs analysis with the project manager asking questions to learn about the project and validate the need.

Conduct a training needs analysis by asking about the project, deployment, audience, and success criteria, and vet the end state and stability to decide on training, job aids, or communications.

Develop a sample training project for a human resources software upgrade, coordinating a project manager and instructional designer to adapt training as the client solution evolves.

Explore client outreach, conduct a training needs analysis, review a sample training development project, and outline analyze-phase tasks and deliverables with a focus on project kickoff for the project manager.

Explore the analyze phase of the Addie model by planning kickoff activities, forming the training team, assigning roles, reviewing a sample training solution, and drafting the training statement of work.

Outline analyze phase tasks for the training team in the Addie model. Highlight the project manager's needs analysis, kickoff efforts, and budget, plus the instructional designer's review and solution recommendations.

The project manager and the instructional designer form the training team, review client details and the training needs analysis, decide on a recommended solution, and outline roles and responsibilities.

Decide on a recommended training solution by evaluating audience, learning style, budget, and technology, and present 1–2 streamlined options (instructor led training, web-based training, virtual learning) to the client.

Define clear task ownership between the project manager and the instructional designer, outlining negotiable tasks and using a roles and responsibilities document or a RACI chart to prevent forgotten duties.

The PM recommends a workshop training for the HR software upgrade, citing a large audience and easy feature demonstrations in a workbook; PDM and ID will present at kickoff.

Kick off the project by introducing the training team to the client, outline the Adi development model and collaboration expectations, and confirm communication methods and access to the solution.

At the kickoff, the training team presents a high level readiness timeline, answers client questions, notes follow-up on schedule, and states cost discussions occur separately; the project manager defuses conflicts.

Create a concise statement of work that defines the project scope, deliverables, scheduling, and responsibilities for the training initiative, with a simple one-page SSW when possible.

Form the training team, assign roles, and recommend a solution during the analyze phase, then conduct the kickoff with the client and create the training s.o.w., planning schedule and budget.

Learn how to plan training projects by creating a high level schedule, distinguishing it from detailed plans, and calculating a training budget through hands-on activities using a sample course.

Set high level dates for the training schedule and develop the training budget in the analyze phase of project planning, with the instructional designer reviewing the schedule before client presentation.

Create a high-level training schedule by aligning client start and end dates, scheduling alpha, beta, and final reviews, and securing ID buy-in before presenting to the client.

Calculate a training budget by estimating monthly work hours for the training development, assessing each resource's availability, applying hourly rates or a blended rate, and adding 10–15% contingency.

Create a high level training schedule and budget for a sample project, then finish the Addie model’s analyze phase and move to the design phase led by the instructional designer.

Explore the design phase by examining training team tasks, defining and applying task analysis, and showing how a course outline and a detailed schedule are developed for a sample project.

Building a detailed training schedule in the design phase, the project manager also ensures the instructional designer creates a task analysis and a course outline, covering ID deliverables.

Learn to conduct a task analysis by observing ordinary users to understand how they perform tasks, achieve goals, and how environment and previous knowledge shape their workflow.

Instructional designers create a task analysis detailing how users will use the solution, after meeting the project team to review it, then update and finalize the task analysis.

Create a detailed training schedule by listing tasks, assigning duration, dates, owners, and percentage complete, and regularly update and report status using Microsoft Project, Excel, or Asana.

Identify client-facing tasks to include in the schedule, such as the task analysis, outline, and course deliverables, to inform the client and project manager.

Outline production tasks after content final for a workbook, including script writing, narration, sinking into the WB, and a testing week to fix broken links and upload to the LMS.

Iterate the training schedule with drafts and reviews from the ID and client, revising dates and durations, while the project manager owns the schedule and negotiates scope if timelines tighten.

Explore the design phase of training development, covering task analysis by the instructional designer, developing a course outline, and building a detailed schedule through an activity.

Explore the develop phase by detailing the project manager's tasks in monitoring client progress, development progress, risks, issues, and training schedule updates, and attending the training reviews to review solutions.

Learn how the project manager monitors client and course development progress, manages risks, updates the training development schedule, and attends training reviews in the develop phase.

embed the training project manager and instructional designer with the client’s project team to monitor progress by attending project and technical meetings and reviewing status reports.

Regularly meet with the instructional designer to get status updates, uncover roadblocks, and adjust resources or schedules to monitor client solution and training development progress.

Anticipate, identify, and manage risks in training development to stay ahead and spot weak spots, monitor progress, and communicate with the project counterpart and the instructional designer.

Identify issues that may impact training development, including scope creep, project delays, and ID availability for questions, reviews, and scheduling, and explore potential solutions in the next slide.

Identify solutions a training project manager can offer for issues that affect development, such as extending deadlines, adjusting scope, or adding resources like an extra instructional designer or alternate sme.

Monitor course development progress, update and share the training schedule with the client, and meet with the ID to identify and address at-risk training early.

Attend training review meetings to gauge course progress and client sentiment, support the instructional designer, monitor collaboration, and anticipate risks.

Explore the develop phase for training projects, covering project manager tasks, risk management, schedule updates, and the project manager's role in training reviews, with a preview of instructional designer deliverables.

Explore the develop phase and instructional designer tasks, including course construction by an IDE, training reviews, script creation, narrating testing tasks, and creating a testing form.

Build the training and create a script in the develop phase. Conduct training reviews, narrate the WBS, sync to the web, and test the WB before it goes live.

Begin building the course from the course outline. Establish alpha, beta, and final reviews, with ongoing weekly interim reviews for complex, feature-rich solutions.

Lead alpha, beta, and final training reviews to verify content accuracy, take notes on SME comments, and update materials as needed, ensuring the army’s final review aligns with 100% completion.

After the deal is finalized, the instructional designer writes the script, narrates the WB, and syncs the narration, while an illustrator creates graphics and videos as needed.

Execute testing tasks for a WBT by uploading the WB to a staging area in the LMS, testing the WB, fixing issues found, and publishing the WB.

Examine the instructional designer's develop phase tasks, including building the course, conducting training reviews, creating a script, and narrating the performing testing tasks, and preview the implement phase roles.

Review implement phase tasks, including how an instructional designer sets up and designs training survey. See a sample survey and learn how the project manager announces the training availability.

Coordinate with the client to confirm training availability and plan delivery in the implement phase, and ensure the WB is live on the LMS while setting up training surveys.

Learn how post-training surveys measure effectiveness and reveal how learners will apply their learning on the job, with the ID responsible for setup in this sample.

Learn how training surveys measure course materials, the instructor (ILT or VLE), classroom environment, whether the class is live, and enrollment ease, using rating scales and free-form questions.

The project manager communicates the training availability after go-live, sharing course title, sign-up steps, and why it matters for compliance, or company requirements, or a new skill that boosts performance.

Review the implement phase tasks, including how the instructional designer sets up and designs the training survey, and how the training project manager announces training availability.

Review the evaluate phase and project closeout by examining training survey results, conducting a lessons learned meeting, creating a lessons learned document, and archiving course materials.

During the evaluate phase, the training project manager reviews surveys, conducts closeout tasks and lessons learned discussions for the client, and archives materials; the instructional designer notes future updates.

Review survey comments to share client feedback, highlight trends, address positives with actions, and note errors for future updates in an issues log.

Lead a collaborative, constructive lessons learned meeting with client, the project manager, and the instructional designer after training development to discuss insights and feedback, feeding into a lessons learned document.

Document client–training team discussion into a lessons learned report, including project and training summaries, what worked well and why, what didn’t and why, and share with client and training manager.

Archive finalized course materials to a designated drive to ensure the next updater can locate them and follow this important best practice.

Review evaluate phase tasks with the project manager and instructional designer, assess training surveys, document lessons learned, and archive course materials.