1

WELCOME Train the Trainer on Training

Design
 2

WHY THIS TRAINING

IMPORTANT FOR
YOU?

WRITE SOMETHIN
 3

You can't connect the dots looking

forward; you can only connect them
looking backwards. So you have to trust
that the dots will somehow connect in your
future.
 4

FOCUS AREA
Areas we are going to cover

What is training
Knowledge (Cognitive), Skill (Psycho motor), Attitude
(Affective), Competency, Adult stages of learning,
Training Model to structure

Learning Theory
Basic of VAK model, Test on Preferred Learning Style,
Stages of Adult Learning
 5

What is in it for me?

Understand the difference between Training & telling

Different components of Training & its Model

TRAINING OBJECTIVE

Basic understanding of Learning theory

Discovery of your learning Pattern

 6

WHAT TRAINING IS NOT

 7

DUMP OF INFO
8
 9

How do you define Training?

Training is a systematic process of

developing the knowledge, skills & attitude
for enhanced performance.
 10

TRAINING IS A STEP BY
STEP PROCESS OF
DEVELOPING
Cognitive Knowledge
I know

Training PSYCHOMOTOR Skills I can

AFFECTIVE Attitude I want to

11
 12

COMPETENCYESSIONAL Service being offered by a company. Ideally, a product should

meet a certain consumer demand, or it should be so compelling
that consumers believe they need it.
Cluster of related abilities, knowledge, and skills that enables a
person to act effectively in a job or a situation.
Competency Iceberg Model

KNOWLEDGE

SKILLS

Self Image Different psychometric test

Motive Money, Status, Affiliation, Expertise, Autonomy

Value Honesty, Diplomacy, Peace, Commitment, Fame,

Fun, Growth, Power

Traits Activity, Adaptability, Approach,

Intensity,
 14

HOW TO MOTIVATE PARTICIPANTS

 15

A.R.C.S Model
S T U D E N T S M OTI VAT I O N O N
LEARNING

A R C S

Attention Relevance Confidence Satisfaction

Attract the attention of Align them with relevant Build up their confidence Satisfaction leads the
learners content and examples. towards problem solving learner to apply the
knowledge & skills
 16

Attention

•
•
•
Active Participations
Use of Humor
Conflict
A
• Real Life examples
• Variety
 17

Relevance

R •
•
•
Link to previous experience
Perceived present worth
Perceived future usefulness
• Modeling
• Choice
 18

Confidence

•
•
•
Encourage foe self growth
Provide feedback
Post training connect with learners
C
 19

Satisfaction

S •
•
Praise & Reward
Immediate application
 Stages of Adult Learning

Conscious Incompetence
Aware of the skills you lack 2

Unconscious Incompetence
Conscious Competence
Not aware that you lack the skills
1 Adult Learning
3 Aware that you are able to apply the
skills

Unconscious Competence
4 Application of the skill is automatic
 21

Learning Preference
VA K MO DEL

VISUAL

AUDITIORY

KINESTHETIC
22
 23

HOW TO DESIGN A
TRAINING FRAMEWORK
Tra i n i n g M o d e l
 24

9 STEPS PROCESS
Tra i n i n g M o d e l

6 Elicit
Performance
Inform 2
Objective
Recall Prior 3
Learning

Provide Feedback 7
Learner 9
1 5 Enhance
Gain Attention Guidance
retention

Present Content 4

Assess 8
Performance
 25

THANK YOU