Training The Trainer
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The document discusses training in organizations and provides guidance on conducting effective training programs. It outlines that training can shorten learning times, reduce costs, and improve performance. It also emphasizes analyzing needs, developing well-planned training programs with clear objectives, and evaluating programs to ensure benefits are achieved. Effective training methods include participatory learning, applying concepts to real work, and getting feedback to promote behavior and attitude change.
Training The Trainer
- 1. Training What it is all about!
- 2. Why training? Can shorten the time of learning Can reduce the costing Experience is trial and error Can be accidental Bad decisions is also experience Predictability in training
- 3. Objectives Match between the man and the job Improve the ASK triangle Make them effective But That is not the goal Organisation should benefit
- 5. Justification Level of service Quality Better use of resources Saving time, material etc Reduced need for supervision Identification of potential Improved morale
- 6. Objectives Induction Updating Assignments Competency Not only from org. point of view Persons should feel for it!
- 7. Need analysis Organisational Personnel Task Equipment Brain storming Problem clinic simulation
- 8. Need analysis Case studies Complaints Crisis Grievances Reports Rumors suggestions
- 9. Need analysis Managers Diversification, Change Appraisal, consultants Supervisors Appraisal, unit results Workers Recommendations Situations
- 10. Training plan Felt need Tangible results Right trainers Right resources Right time Right methods
- 11. The five laws of learning : Intensity Exercise Effect Primacy and Disuse Use ”signposting”
- 12. Methodology Depends on purpose Information, skill Attitudes are important Level of trainees Cost factor
- 13. Methodology Participatory Feed back Real life situation learner’s point of view
- 14. Methodology Skill Assessment Learning Analysis Practice Application
- 15. Methodology Design brief Training plan Learning units Session plan Execution plan Time and tools Trainees
- 16. Design brief Change the attitude and behavior Focus decision making, problem solving Knowledge updating Tools and techniques Policies
- 17. Planning - before training Identify the change needed Training option Who and what? Minimum plan Design brief Detailed plan Trainee selection
- 18. Training design Entry behavior Learning event Content Sequence Methods Media Trainer time
- 19. Objectives Knowledge Skill Attitude In learners terms Statement of performance Observable measurable
- 20. ASSERTING PROBING DIRECTORS EXPRESSERS THINKERS HARMONISERS F A C T S F EELINGS Pleaser Provider Supporter Analyser Nurture Counselor Organiser Investigator Socialiser Diplomat Persuader Explorer Entertainer Charmer Initiator Dictator
- 21. An ideal trainer Enthusiastic Positive in attitude People oriented Persuasive Inquirer – Learner Organised Enjoys the job Communicator Knows the job
- 22. Trainer? Be specific Focus attention Last man Discipline Synergy Trainer, learner, mgmt, and? performance
- 23. Communication Know your trainees Know your teaching point Know your support material Plan the tools Check up Update Make it lively
- 24. Presentation tools Session plan Tool plan Prepared OHP Multimedia On the spot ( Chalk and Talk or?) Interventions Questionaires
- 25. Dealing with questions /problem participants Open, closed or reflexive questions: what they mean and how to respond to them. How to deal with the most challenging personality types
- 26. Evaluation Desired change? Exit Behavior!! Personal Professional Human relations Demonstrable effect? Expectation vs. achievement Right method? Right cost?
- 27. Giving feedback Observation vs. inference Description vs. judgement Timely, appropriate and controlled Limitations Awareness of the effect Discuss the idea Question
- 28. Continuous monitoring Not a one time affair On the job monitoring Refresher classes Action plans Assessments Another cycle? Of the whole affair!!
- 29. Action plan Identify the areas in which your company needs training. Work out the various needs for the training. Prepare a brief for the programme. Identify the trainers. Put up a session plan.