Trainer’s role and functions
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The document discusses the role and functions of a trainer. It states that a trainer must be able to organize and present information to increase trainees' knowledge, organize activities to reinforce learning, and check that learning has occurred. A trainer acts as a facilitator, subject matter expert, motivator, presenter, and quality controller. Good trainers exhibit qualities like confidence, guidance, problem-solving, clarity of expression, and flexibility. They employ different training styles like active, passive, independent, collaborative, and cooperative learning to accommodate different learning needs.
Trainer’s role and functions
- 1. Trainer’s Role and Functions VISHNU.VISWAMBHARAN
- 2. Introduction • As Suzy Siddons says....A trainer must be a super-effective multi-tasker with eyes in the back and sides of the head. • The trainer’s role is that of a ‘facilitator’
- 3. The trainer should be able to • Organize and present information in such a way that trainees can use it to increase their knowledge base. • Organize and present activities that will reinforce the learning process. • Check to see if learning has taken place.
- 4. Functions of a Facilitator • Social Secretary • Person with a knowledge base and a source of expertise • Motivator, Encourager and Inspirer • Presenter
- 5. Qualities of a good presenter • Calm confidence that come when one knows what one is doing. • Ability to guide the course forward confidently. • Ability to resolve problems. • Clarity of expression • Ability to ‘think on one’s feet’
- 6. Qualities of a Good Trainer • Quality Controller and Disciplinarian • Chairperson • Mediator, Referee and Peacekeeper • A Democrat • An Elicitor • But Not a Nursery School Teacher'
- 7. Trainer – the key dimensions • Organizations find it increasingly difficult to stay competitive in today's global economy. • “There’s a lot more emphasis on knowledge and skills. There’s a significant change in the mindset. The partnership model argues that knowledge and skills is a collaborative process. The role of the trainer therefore becomes one of ‘support, direction and acceleration.”
- 8. Training and Development in Retail- FMCG Sector • Lack of skilled workers is the major factor that is holding back the retail sector for high growth. • The sector is facing the severe shortage of trainers. Also, the current education system is not sufficiently prepared to address the new processes, according the industry majors.
- 9. Training Programs in Retail/FMCG Sector • Sales Training • On-the-Job Training • Seminars/Workshops • Customer Relationship Management • Online Course • Group Study • Computer-Based Training • Self-Directed Training
- 10. Training styles • Active training strategy, which is an approach where the trainee learns by participating in an activity that is related to the curriculum, • Passive training strategy, which is an approach where the trainee learns by being given information, typically through written text or verbally.
- 11. Type of Participation for Active Training • Independent training strategy, which is an approach where the trainee learns by working alone to complete the training activities, • Collaborative training strategy, which is an approach where two or more trainees share ideas, experiences, opinions, and perspectives related to the training objective, but complete the training activities independently, • Cooperative training strategy, which is an approach where two or more trainees work together on a common task, in a manner that is positively interdependent, with trainees accountable for their share of the work.
- 12. Select the Type of Organization • Task-based approach, where training is centered around the accomplishment of given tasks, • Problem-based approach, where training is centered around the solution of a given problem, • Goal-based approach, where training is centered around the achievement of a given goal.
- 13. Select Additional Approaches • Discovery-based approach, where curriculum knowledge is acquired through discovery, • Situation-based approach, where the curriculum is presented in the context of the actual business environment.
- 14. Example Task - to teach help desk employees how to handle a call
- 15. Method adopted • used passive and task-based style (to teach procedures and to find information). • Used active based style (To reinforce the information) • Used cooperative and problem-based style (to have a team of two solve the problem of a pretend caller).
- 16. Why different learning styles ? • Individual’s differ in their ability to learn. • Some people learn faster by reading, others by listening, and most, by doing.
- 17. To Succeed ? • create a healthy learning environment • use different mediums and formats • create different kinds of opportunities for learning to occur.
- 18. Other factors • Interaction • Listening • Reading • Doing / Practicing • Playing
- 19. Food / Location / Time • If you have a bad location, with cramped, poorly lit rooms, with lots of background noise, it’s unlikely that any learning will take place
Editor's Notes
- #3: the trainer should help learning to take place. This can happen if the trainer can create an atmosphere and environment that encourages the learning process to take place.