You are on page 1of 26

training trainers

4 major inputs of training




What Makes a Successful trainer?

Willing to train What to train ? Know how to train Know how people learn Have the right personality Able to Communicate Be flexible Able to Evaluate training

Jobs of Trainers

The trainer has to identify the training needs of the Organization and its individuals, plan and evaluate training for them

Jobs of Trainers

The trainer are given overall aims and objectives and have to figure out the details of how to meet them

Jobs of Trainers

The trainers are given the detailed curriculum and the programme materials and you have to lead people through them

5 main Competencies of a Professional Trainer

1 Business Skills 2 Self Development 3 Material Production

4 Programme Organization
5 Workplace Visiting

1 Business Skills

Budgeting Accounting Office Procedures Time Management Job Pricing Negotiations etc

2Self Development

Keeping pace with Change Evolving Training Methodology Updating Technology Innovation in training Progs Studying Organizational Needs

3Material Development

Materials Production Writing skills, Word processing, Graphics, Editing and layouts, Binding & Xeroxing

4 Organizing Training Programme

Class Rooms Audio-Visuals Trainers Visits Hostel & Food Training Materials Journey Arrangements

5 Workplace Visiting

Meeting Human Resource Studying Job Descriptions Market Development New Entrants Studying Job Obsolescence Need Analysis Need for Counseling Appraisal of Employees Evaluation of Training

Significant Training Practices

1Training may be designed and implemented within

the performance improvement (PI) process.

Conduct a performance needs assessment ( identify gaps) Find root causes Select interventions Implement interventions Monitor and evaluate performance

Training materials may be designed, developed and implemented using principles of instructional design.

The 5 phases of most ID models are: Analysis Design Development Implementation Evaluation

3Training may be implemented using a variety of

learning approaches.

Group-based learning Individual learning Structured on-the-job training (OJT) Distance learning Technology-assisted learning Self-study (programmed, computer-based)

4. Training may include well-designed



Reference manual or document to keep Guide for the participant

( syllabus, schedule, pre-test, exercises, performance checklists)

Guide for the trainer

( outline, post-test, answers, training exercises, checklists)

Supporting audiovisuals
( PowerPoint presentations, posters, training aids, suggestions for flip charts)

( instructions for role plays, anatomic models)

5 Training interventions should include a

variety of interactive learning methods.

Interactive presentations Questioning Case studies and role plays Brainstorming and discussions Problem-solving activities Simulations Working on the Job Variety of audiovisuals

6Training focusing on skills require providers to demonstrate

competency in a simulation before working on the Job

Skills demonstrated within a simulation (anatomic models, role plays) Skills practiced and assessed within a simulation (including feedback from the trainer) Skills demonstrated followed by practice and assessment on the Job

7 Training to improve performance should be linked to the

pre-service education system. .

The goal is to strengthen pre-service education and reduce need for in service training. training sites can be shared to serve both in-service and pre-service needs. Learning materials can be used within both in service training and pre service education. Faculty development is an additional benefit Linking pre service and in service leads to strengthened curriculum and/or courses.

Training interventions should be implemented

by qualified Trainers.

Structured development process Clear criteria ( advanced and master trainers) Development of supporting materials ( train-the-trainer courses) Opportunities to conduct training while being observed, coached and provided feedback

9 Training interventions should include transfer of

learning strategies.

Transfer of learning to ensure knowledge and skills acquired during training are applied on the job. Key players include the supervisor, worker as learner, trainer and the co-workers. Specific strategies are implemented before, During and after training.

10Training interventions should include the first three

levels of Kirkpatrick's four-level evaluation model

Level 1: Participant reaction (feedback form) Level 2: Participant learning (tests, checklists) Level 3: On-the-job performance (Behavior) Level 4: Effect of training (Result)

Investment on Training

Investment on Training

1 What is the Reasons for Training ? 2 What is the investment on Training ?

3 What is the return on Training ?

U Tube Videos 1 How to Calculate return on Investments u21 global by DR Wang Lam 2 HR Management: Training and Development indiana University Southeast