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Train the TrainerSlide2
List the Criteria for Evaluation of Training
Explain the Need for Training and Development
Explain the Various Roles of a Trainer
Describe the Various Learning Styles and their Importance
Explain the Phases of a Training & Development Program
Describe How to Plan and Organize Training Content
Explain How to Prepare Presentations for Training
Explain the Role of Training Room Configuration in Effective Training
Explain the Role of Games and Activities in Training
Explain the Ground Rules for Communication in a Training
Explain How to Handle Different Learners
Explain the Role of Body Language in Training
Explain the Expectations of Learners from Trainers
Explain the Challenges of Training
List the Characteristics of a Good TrainerSlide3
Hazel Smith joined Globus Inc. as a process trainer.
Globus is a telecom giant which provides various mobile and broadband related services.
Hazel will be responsible for training the technical support executives who cater to various queries for solving technical issues.Slide4
As Hazel is new to Globus Inc., she is not aware of the technical support process followed by Globus, the customer profiles, geographical areas being served by Globus etc. Slide5
So, how will Hazel train the new technical support executives, if she herself is not aware of the process?Slide6
The answer to that lies in the ‘Train the Trainer’ program. Globus has a proper defined ‘Train the Trainer’ program in place. So, any new trainer who joins Globus goes through the ‘Train the Trainer’ program where he/she first learns the process from a senior experienced trainer. Then, after the ‘new trainer’ has been trained, he/she is now ready to train the technical support executives.Slide7
Hence, Hazel first learns the process followed for technical support by Globus in the ‘Train the Trainer’ program. After successfully completing the program, Hazel is ready to train the new technical support executives.Slide8
Thus, you can see that the ‘Train the Trainer’ program is crucial for a completely inexperienced trainer or a trainer who has joined a new organization. The ‘Train the Trainer’ program helps the trainer to be familiar with the processes and the training program followed by the organization. It helps the trainer to be confident of being capable of training others.
Let us learn about ‘Train the Trainer’ program in detail.Slide9
Training plays a pivotal role in the development of any individual. In today’s competitive world, it is crucial that organizations should build and sustain competencies that would provide them with a competitive advantage over its competitors.
Today’s world is an era of knowledge where human beings are valued greatly as high-value assets.
In organizations that are continually growing and evolving, training and development programs help employees to provide the much needed response to changing environment
Need for Training and DevelopmentSlide10
Purpose of a Training Program
The following are the key purposes of any training program:
Learners should acquire knowledge
It should enhance problem solving and decision making ability
There should be a change in the attitudes of the learners
The training should help the learners to put theory into practice
The training should help to evaluate abilities and competencies of the learners
The training program should improve the performance of learner whether at workplace, school, college etc.Slide11
Factors Affecting Success of a Training Program
Some of the key factors on which the success of a training program depends upon are as follows:
The success of the training program depends on whether it allows the transfer of learning to take place from a training to the actual job / academic excellence
One of the key factors is the active participation of the trainee or participants of the training program
The success of the training program also depends upon the fact whether it provides opportunities to the learners for practice what they learnedSlide12
Roles of a Trainer
Helps to transmit expert/knowledgeable information
Learning Styles and their Importance
There are Seven Learning Styles as follows:
Let’s look at each in detail.Slide14
Did You Know?
Retention of learners is:
10% of what they read
20% of what they hear
30% of what they see
50% of what they both hear and use
70% of what they say
90% of what they say and doSlide15
Phase I – Needs Assessment/Needs Analysis
Phases of a Training & Development Program
The first phase of the training and development program involves a detailed needs assessment or needs analysis of the prospective participants of a training program.
This phase involves carrying out a detailed analysis to determine the organization’s true actual needs and the training programs that will be required to meet those needs.Slide16
Criteria for Evaluation of Training
It is crucial that the right criteria should be used for evaluating any training program. Some of the important criteria for evaluation of any training program are as follows:
Transfer of learning to workplace
Objectives of the program
Areas of improvement
Resources/ Staff required
Organizational goals met
Individual goals met
Improvement in performance
Preparing Presentations for Training
Practice the Presentation
Have you practiced your presentation standing or sitting, paying close attention to your body language and posture?
Have you rehearsed often enough to be able to speak smoothly and fluently?
Have you practiced your presentation in front of others?
After the Presentation
Have you ensured that your learner understands everything that was covered in the presentation?
Do you need to follow up with any of your learners?
Have you asked for feedback from your learners?
How can you improve your next presentation?
Are you dressed and groomed appropriately?
Have you left enough time for travel and setting up?
Have you checked your visual aids to ensure that they're working?
Are your visual aids ordered in correct order?
During presentation, make and maintain eye contact with learner?Slide18
At The Training
At the training, the following key points should be kept in mind for an effective training :
Set the ground rules:
These agreements for participant behavior will make trainings more efficient and effective. They should be discussed by the group and revisited periodically.
Some ground rules are:
Everyone has equal rights and can participate.
Major interaction should be fostered.
Only one topic will be considered at a time.
Questions can be kept till the end of the discussion of a sub-topic.Slide19
One must know his fellow trainee well.
You can’t work in a group and learn with someone you don’t know.
Include a lot of exercises which help the participants to know each other well and break the ice between them.
Games and Activities in a Training
Ice Breaker Activities
Some of the ice breaker activities are as follows:
Make pairs and ask them to write whatever they know about their partner and vice versa. You can ask anyone to write his partner’s favorite color, favorite outfit, preferred hangout place and so on. Ask his partner to correct him if he is wrong in his answers. People know a lot about each other this way and also find out some unknown facts about their partner. Ask the trainees to give their introduction one by one once the team has completed this activity.
Always celebrate and appreciate any achievements. Celebrations are significant as they are a means of demonstrating that as a trainer you are concerned about the learners’ success and achievement. Such appreciations help boost morale and create a feeling of unity among the trainees. They motivate the trainees to work harder and experiment new things.Slide20
Body Language in a Training
You should keep the following points in mind to display a positive body language and make a positive impact in trainings:
Observe and look out for how involved your listeners are from their body language, such as nodding and leaning forward in their chair.
Give everyone a chance to speak. You can do this by keeping strategic pauses in your training discussion and displaying positive body language such as open arms, smiling face, good eye contact with everyone etc.
Look out for the emotions displayed by your listeners. Are they bored, anxious, impatient, happy, involved? Emotions are usually expressed non-verbally, and recognizing the emotional involvement of people is important.Slide21
Real Life Example
Keith is a senior trainer in Helios Inc. He is responsible for training new employees as well as any new trainers that join Helios.
Let us look at the kind of body language that Keith adopts in his training sessions.Slide22
What Do Learners Expect from Trainers?
Every individual is hungry for improving himself.
A trainer needs to acknowledge the hard work of trainees and appreciate them in front of others.
This way, learners feel motivated to deliver better results and are also engaged in the training.
Every learner expects his trainer to praise him in front of other trainees.
Give them their due credit.
Make them feel important.
Put their names on notice boards, and reward them suitably.
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Course Objectives List the Criteria for Evaluation of Training Explain the Need for Training and Development Explain the Various Roles of a Trainer Describe the Various Learning Styles and their Importance ID: 143962 Download Presentation