Train the Trainer

Train the Trainer Train the Trainer - Start

2015-09-28 71K 71 0 0

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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

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Train the Trainer




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Slide1

Train the Trainer

Slide2

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

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 Trainer

Slide3

Introduction

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

Introduction

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

Introduction

So, how will Hazel train the new technical support executives, if she herself is not aware of the process?

Slide6

Introduction

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

Introduction

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

Introduction

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

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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 Development

Slide10

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 learned

Slide12

Roles of a Trainer

Expert

Instructor

Facilitator

Resource Person

Planner

Role Model

Co-Learner

Expert:

Helps to transmit expert/knowledgeable information

Expert

Slide13

Learning Styles and their Importance

There are Seven Learning Styles as follows:

Visual

Aural

Verbal

Physical

Logical

Social

Solitary

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 do

Slide15

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:

Results obtained

Cost-benefit analysis

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Transfer of learning to workplace

Objectives of the program

Areas of improvement

Resources/ Staff required

Organizational goals met

Individual goals met

Improvement in performance

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Slide17

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?

Presentation Day

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 :

1

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.

Capability Improvement

Slide23

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