Effective Training

Needs of the Presentation

❖ Topic given is “Train The Trainers” programme.
❖ The list of participants include consultants and senior
management.
❖ Scope of training within 1.5 hours
❖ Activities should be more on engagement, less on
lecture.
❖ Objectives, outcomes and modules was developed for
an “Effective Training programme”.
 Presentation Outline
❖ This presentation will covers;

1.Introduction to Effective Training

2.Best Approach – 4D1E

3.Characteristics of a successful trainer

4.Case Study
 Module Objectives
❖ The objectives of this presentation are;
1. To describe on the fundamental concepts of effective
training
2. To explain on the systematic method or approaches
to an effective training
3. To provide examples of a good trainer
4. To share examples of an effective training through
case studies
 Expected Outcomes
❖ By the end of this presentation, participants should be able
to;
1. Understand and explain the importance of an effective
training.
2. Apply a systematic approach to an effective training
by referring to the 4D1E methodology and case
studies.
3. Increase awareness on the characteristics of a good
trainer.
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Introduction to The what & the why

Effective Training
 Introduction to Effective Training

Efficient Productive Safe

… with effective
Tech-Savvy Loyal
training
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4D1E The How, The When and The

which
 4D 1E Training Cycle
DEFINE

EVALUATE DESIGN

DELIVER DEVELOP
 4D 1E
❖ DEFINE organisation’s needs (Needs Analysis)
❖ DESIGN the training course
❖ DEVELOP course materials
❖ DELIVER the training (the actual presentation)
❖ EVALUATE the effectiveness of the training
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DEFINE The First Phase, Needs’

Analysis
 DEFINE

Identify Conduct Analyse

Determine Design List Down

 Needs’ Analysis by Interview

All level of Top-down Interview

personnel interview Analysis

Interview 6 needs
5 Focus Areas
Questions
 Needs’ Analysis by Assumption

Consultants and
management

Train the
Effective Training
Trainers
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DESIGN The Second Phase, Training

Summary
 DESIGN

Create

A list of training objectives

Document

Summary of training including learning outcomes

(a proposal)
 Training Proposal
❖ Checklist for a good proposal;
✓ Introduction
✓ Training Objectives and Outcomes (if necessary)
✓ Training Methodology
✓ Course Content
✓ Schedule
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DEVELOP The Third Phase, The Bloom’s

Taxonomy
 DEVELOP

Follow the 5W1H approach, What, Why, When, Who, Which and How.

Chunk down each objectives in the initial proposal into detailed parts
(recommended to use Bloom Taxonomy)

Develop modules based on the detailed objectives

 Guiding questions 5W 1H
❖ What is the training all about?
❖ Why should the training be conducted?
❖ When will the training start and end? (duration)
❖ Who will be included in the training?
❖ Which modules will be use to achieve which objectives?
❖ How the training will be conducted?
 Bloom’s Taxonomy
❖ First volume published in 1956 and the revised version
in 2001.
❖ The taxonomy was named after the chairman of the
educators’ committee, Benjamin Bloom.
❖ It is a set of three hierarchical models used to classify
educational learning objectives.
❖ The three models are; cognitive, affective and
psychomotor.
Cognitive Domain (Knowledge)
Create new product or point of view
Create
HIGH

Justify a stand or decision Evaluate

LEVEL OF KNOWLEDGE
Distinguish different parts Analyze

Use information in a new way Apply

Explain ideas or concepts Understand

LOW
Recall or remember
Remember
information
 Cognitive Domain (Knowledge)

Understand Apply Analyze Evaluate Create

Remember

Define Describe the Classify Select the

Illustrate the Design a
Trainer’s Total importance application the appropriat
e tools for model area
Objectives Quality of TQM in of TQM in different TQM’s for
Manageme an an tools in implement replication
organization
nt (TQM) organization TQM ation

LOW HIGH
Evaluate the
Discuss the Employ Distinguish
tools for Develop a
Recall the importance TQM’s between
TQM
Trainee’s definition of TQM in application the
implementa
model
the in the different area for
Outcomes of TQM tion in the
respective respective tools in
respective replication
organisation organisation TQM
organization
 Psychomotor Domain (Skills)
Perform appropriate action intuitively Embody HIGH

Adapt skills to different context Articulate

LEVEL OF SKILLS
Perform, demonstrate and explain actions Perfect

Repeat or reproduce actions

Manipulate
based on memory

LOW
Copy or replicate actions Imitate
 Psychomotor Domain (Skills)
Imitate Manipulate Perfect Articulate Embody

Demonstrate
Ask trainees
each steps of
Trainer’s running an Supervise the
to
demonstrate
Method injection trainees
the steps to
molding
others
machine

LOW HIGH

Apply the steps

Recall each Demonstrate Perform each
to different
steps on how each steps steps
Repeat each injection
Trainee’s to run an without
molding
instinctively
steps with supervision and without relying
Action injection
supervision explain why
machine and
on a
molding make changes
each steps is documented
where
machine important process
necessary
 Affective Domain (Attitude)
Articulate personal values and operate
Characterize
within them HIGH

Structure, prioritize and reconcile

Organize
personal value with others

LEVEL OF ATTITUDE
Express value judgment Value

Active, responsible and

Respond
respectful participation

LOW
Ability to learn from others Receive
 Affective Domain (Attitude)
Receive Respond Value Organize Characterize

Ice Breaking Quizzes Small Group Discussions

Case Study Active Summaries Q&A Session

Trainer’s
Approach Question Cards Role-play Demonstrations

Participant Control

LOW HIGH

Relate
Practice the
Criticize personal
Attend each Participate value learnt
Trainee’s training in group
something values with
in the
Response of different the values
session discussions training to
values learn in the
workplace
training
 Tricks of the trade
Methodology
Cross - Classroom Demonstrati Apprentices
Drills Coaching
training Learning on hip
Approach

Quizzes × × × × ×
Small Group Discussions × × × ×
Case Study × × ×
Active Summaries × × × ×
Question cards ×
Q&A sessions × × × × × ×
Demonstrations × × × × × ×
Role-play × × × × ×
Participant Control × × × ×
 O D O
H L
O
T
G
E
M Y
TRAINER TRAINEES

KNOWLEDGE Outcomes
Objectives

ATTITUDE Response
Approach

SKILLS Action
Methods

Effective Training
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The Fourth Phase, Trainer,

DELIVER Trainees and everything in
between
 DELIVER

Before During After

 Before
❖ Prior to the training, several things including the
preceding 3D need to be done.
✓ Identify the Purpose
✓ Know the Audience
✓ Master the Subject
✓ Organize the presentation
✓ Use visual aids effectively
Know your audience
 During
❖ During training, several things need to be paid special
attention to;
✓ Voice
✓ Body Language
✓ Stage presence
 After
❖ Wrap up after each session and after the end of
presentation.
❖ Pick up important point from each trainees.
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EVALUATE The Last Phase, Critiques and

reviews
EVALUATE

Proposal Writing

Review and Feedback

 Training Report
❖ Checklist for a good report
✓ Introduction
✓ Details of assignment
✓ Follow-up activities
✓ Appendices
✓ Recommendations
 Review and Feedback
❖ Encourage participants to speak up their mind if there is
any idea for improvement.
❖ Critiques and feedback work best when they are written
and anonymous.
❖ Provide participants with a one page only survey or
questionnaire.
❖ Make an analysis based on the review and feedback.
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Characteristics of a The who

successful trainer
Characteristics of a successful trainer
❖ Enjoys people
❖ Quick thinker
❖ Good communicator
❖ Objective mind
❖ Professional and confident
❖ Attentive listener
❖ Walk the talk
❖ Self-aware
❖ Flexible
❖ Handle criticism well
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Case Studies The applications

Thank you