All the planning has been done. All the preparation is taken care of.

You know your training needs, youve set goals, management is behind you, you promoted your training schedule, and prepared materials, space, and people. The time has finally come Training day is here.

Heres a handy last-minute checklist to make sure everything is ready for your training session: Dress appropriately. Arrive early. Check seating arrangements. Check room temperature. Check audiovisual hardware. Check electrical outlets. Check light switches.. Lay out course materials These are all effective techniques for running a successful session, but what kind of person does it take to do the training? The best trainers have several qualities that make them good at what they do.

 Good communicators.

Knowledgeable.
Experienced.

Good with people.

Interested in learning Open-minded Creative. Well-prepared

Factors to be considered
P I T S T O P

Purpose Identification Testing Select method of training Time Organize session Put it all together

1. Responsibility for training:

It has to be shared among Top Management The HR department The line supervisor The employees

2. Selecting and Motivating the target group :

It is necessary to decide who is to be trained New or old employees Unskilled or semi skilled workers Supervisors or executives It is also necessary to create a desire for learning

3. Preparing the trainers:

The trainer must know both: The job to be taught and How to teach it

4. Developing training package:

This step involves deciding : the content of training Support material for training Appropriate training method Time period

7)Follow up
The effectiveness of training process is assessed. Feedback generated in follow up helps to reveal weaknesses or errors .
Follow up Corrective actions can be taken.

Follow up reinforces the learning process.

Helps in designing future training programs.

5)Presentation It is the action phase of the training.

The learner should be told of sequence of the entire job, the need for each step in the job, the relationship of the job to the total workflow.
Instructions be usedshould be clear

Audio visual aids should be used

6) Performance

try out

The Trainee is asked to do the job several times slowly.

The mistakes are corrected.

The complicated steps are explained Performance try outagain.

Competence and confidence is an ideal mixture in the workplace. Employees with these traits can motivate others to work together and create a safe and productive environment. How can you build this utopia at your facility?

Tip 1: Use variety.

You have many training media and methods available: Use as many as you feel comfortable with. For example, if you tell a group of electrici ans some facts about troubleshooting a new motor drive, you'll pass on some knowledge. But you'll pass on much more if you let them view a video on that drive, read the manual, watch another electrician working on it, or listen to a tape on how to troubleshoot it. The more ways you present information, the more your staff will learn and retain. Vary the pace and style of your training. Formal training is good, but informal training fills in many gaps. Magazines, books, and on-the-job training (OJT) are all very useful.

Tip 2: Use repetition.

Informal training repetition can mean you distill portions of the training into slogans, factoids, and images. Including slips of paper in with paychecks with a sentence or two about some idea can work well with safety training.

You can also include photos, illustrations, or icons to get your point across. Even passing around a copy of a magazine article, maybe twice a year, can help employees remember important information..
You may also follow up with annual or semiannual recertification.

Tip 3: Administer small doses. Most people get "burned out" if they get too much of a good thing-at least too much at one time. That's just the way most minds work. If you're going to schedule a week of training, you'll do better to spread all five topics, a little at a time, across five days, rather than covering a full topic each day. Administratively, this is a little more work, but the payback is much higher. Having a tip of the day is another easy way to administer small doses.

Tip 4: Apply knowledge right away.

It's too easy to forget something if you don't use it, Experts disagree on the "shelf life" of learning, but there's somewhat of a consensus you should wait no longer than two weeks to make use of newly acquired skills. Even if people didn't forget, they are much more motivated when they know they can put their learning investment to use right away. When someone returns from a training session, assign that person some work related to that training.., give that work to the person of which he has just got the training. Remember the saying made famous by Gloria Steinem, "Tell me, and I'll forget. Show me, and I may not remember. Involve me, and I'll understand.

Tip 5: Give everyone a chance. What was that comment about feeling cheated? If you leave an employee behind the group in terms of training, you marginalize that person. Use training to show you have confidence in them and their contribution is important. When you show everyone is important, through the way you administer training, you have a positive effect on the team dynamic.

When everyone is an expert in something, then you've accomplished one of the main goals of training: a strong, knowledgeable staff.
The attitudes from such an environment give rise to teamwork as well as excellence.

1st day

1WEEK TRAINING SESSION

Joining Formalities, Induction 2nd day Journey of Banking, HRD concerning Matters 3rd day Deposit Schemes of Banks 4th day Loaning 5th day Inspection Report