train the trainers
TRANSCRIPT
TRAINING TEACHINGVs
• Provides knowledge in
theory and practice of
concepts, facts and
practices
• Theoretical & Passive
• Provides the experience
to understand this
knowledge and
transform it into real time
application
• Real life & Active
CONSIDERATIONS FOR TEACHING ADULTS
ARE THEY READY ?
HOW IT WILL EFFECT THEIR DAILY LIFE ?
KNOWLEDGE SHARING /PARTICIPATION
PRACTICAL PRACTICE
• Formal/informal needs assessment• Determine goals &
objectives
• Ask questions• Encourage discussion
Hands-on exercises, real-life scenarios
Personal benefits
TRAINING PROCESSANALYSIS 1
2
3
4
• Formal/informal needs assessment• Determine goals & objectives
DESIGN & DEVELOP
DELIVER
EVALUATIONResults based on objectives
• Determine the content• Determine delivery method• Create the materials
Deliver the content
1 ANALYSIS
WHAT IS NOW WHAT NEED TO BEVs.
It’s about finding Gap between :
Through…..
Observi ng and Listeni ng
SURVEYS
I NTERVI EWS
KPI REPORT
ASSESMENT
UNDERSTANDI NG BUSI NESS PLAN
1 A. ANALYZING AGAINST JOB DESCRIPTION
S.No. Job Description Tasks easily done
Tasks difficult to do
Kind of capacity building
required
1 B. ANALYZING AGAINST KPI REPORT
No. KPI ITEMS TARGETSCORE ACHIEVEMENT WHAT NEEDS TO BE
DEVELOPED ?
1 D. DETERMINE OBJECTIVES, METHODS & SUCCESS CRITERA
PROBLEM LIST
TRAINING OBJECTIVES
TRAINING METHODS
To strengthen existing knowledge & skill
To introduce new process
To do corrective action and minimize error
Self correction
Demonstration
Team & Individual Exercise
1 D. DETERMINE OBJECTIVES, METHODS & SUCCESS CRITERA
TRAINING OBJECTIVES
THIS TRAINING WILL BE SUCCESS IF….
To trainees are more knowledgeable on…
To trainees fully understand new process
The trainees understand their mistakes & know how to solve them
2 DESIGN & DEVELOPDevelop training points based on the objectives
OBJECTIVE
MAIN POINTS
TOPICS
FINAL CONTENT
2 A. DEVELOP WITHIN STORY LINE
The starting
point
Our
Roadmap
Our 1st StepOur next steps
Almost there….We’ve Arrived !
Check point
All good explanations must follow the step by step :
Check point
Check pointCheck point
Check point
Why? Who?What?
How much?
Where?When?
How?
Portrait
Chart
Map
Timeline
Flowchart
Equation
b. INCORPORATE VISUAL ASPECTS2
Th is is ‘Document’
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Wahoou !
Th is is ‘Slide’
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C. MAKE SLIDE AS SIMPLE AS POSSIBLE2
SET TH E STAGE
D. ORGANIZE THE PRESENTATION2
CONTENT
EN D
• Introductions (you & them)
• Agenda, breaks, bathrooms
• Get “buy-in” by telling them what and why
• Logically organize the main points (in chunks)
• Add sub-points to each chunk
• Include Visual Aids, Exercises, Handouts
• Summary
• Questions
• Other learning opportunities
3 DELIVERY
Ideally planned Trainee’s reactionVs.
In delivering presentation, we must account for :
Through…..
I NTERESTI NG DELIVERY
5 STAR I NTRODUCTI ON
GIVI NG QUESTI ONS
DEALI NG WITH QUESTI ONS
I NTEREST
A. 5 STAR INTRODUCTIONS3
GREETI NGS OBJ ECTIVES
SET EXPECTATI ONS
POSITIVE BODY
LANGUAGE
Game, Music / video playing right
at the start
Greet the participants &
introduce yourself
What & how they will be covered
Let the group know how & when they could participate
Make first 10 seconds of positive
impression
MAKE NO ASSUMPTIONS
ASK QUESTIONS YOU REALLY WANT AN ANSWER TO
VOCAL VARIETY
NON VERBAL CUES AFFECT
COMMUNICATION
• Jargon• Ask, don’t tell
Don’t be “flat”
• Tone • Appearance appropriate
for audience
Count to 7 before deciding to move on with materials / next question
b. INTERESTING DELIVERY3
FEEDBACK QUESTI ON
C. GIVING QUESTIONS TO THE TRAINEE3
TEACI NG QUESTI ON
ACTIVITY QUESTI ON
Whether or not knowledge has been
acquired and understood
Enables a lesson to be built up whilst involving the full attention of the
participants through maximum activity
Questioning is an invaluable technique of instruction and involving participation. Type of questioning are :
To regain the lost attention of a
trainee, a question is pointed at him
RELEVANT QUESTIONS
D. DEALING WITH QUESTIONS FROM TRAINEE3
IRRELEVANT QUESTIONS
ANSWERNOT KNOWN
If the questions based on the materials covered, we can
passed to the group, or otherwise answer it
• Depends on genuineness, if indicates thirst for
knowledge, it can be answered later
• If not, we can state it and explain why it’s irrelevant
• Admit that we don’t know the answer yet
• List the questions first and answered them later
4 EVALUATING
SUCCESS CRITERIA TRAINING RESULTVs.
In evaluating:
With 4 standards level of evaluation for the trainee :
Learning progress
Reactions to the training
on-the-job behavioural changes
Business & org. result
THIS TRAINING WILL BE SUCCESS IF….
EVALUATION METHOD
Results of the training
The Trainer’s effectiveness
The actual application of training to the job
The growth in skills and knowledge
The effectiveness of the design of the course
Work Result
Interview
Survey
4 EVALUATING Measurement
RECAP ON TRAINING PROCESSANALYSIS 1
2
3
4
• Formal/informal needs assessment• Determine goals & objectives
DESIGN & DEVELOP
DELIVER
EVALUATIONResults based on objectives
• Determine the content• Determine delivery method• Create the materials
Deliver the content