Training of Trainers

Why are you here????

• Can generate open discussion• Ask open ended question• Can use less and more time• Knowledge of the subject

matter• Patient• Move with the pace of the

trainees• Can read the mood of the

participants• Maintain eye contact• Can hold the participants• Clear voice• Courage to face questions• Can take quick decisions

• Use different methods• Adjustable to different

situations• Use all tools• Lively• Spontaneous• Use bold pens• Proper sitting arrangement-

everybody can see each other• Never get angry• Never leave the session in

progress• Never react• No personal remarks• Don’t show off

??????To become a trainer???????

Do you think you can be one?????

YES ………. No…… May be…..

If you think you can put people in this situation……

Yes!!!! you can become a trainer!!!!!!!

Sessions outline

• Types of training• Process of Training • Phases of training (System Approach)• Training Need Assessment

Session:1 (Types of Training)

Types of Training

………………………………………………………………………… Lets recollect our experiences

…………………………………………………………………………

Conventional Type Training….

Controlled by trainer Trainer- Knows

everything Trainees- Don’t know

anything Trainee- Inactive,

only at receiving end

Teacher

Student

Learning of the trainee because of the information received by the trainee.

Trainer knows everything and gives information.

Learning depends upon training capability of trainer and learning capacities of trainees.

Whole responsibility of training is on the trainer and on organizers.

TEACHER

student

student

student

student

Participatory Type Training…..

Participatory Training is based on the principles of Adult Learning.

In participatory training: Existing knowledge is given

importance New information/Knowledge

is built on the already existing knowledge

Trainees themselves are responsible for their own learning- Trainer’s responsibility is to develop the sense of responsibility

Results based on analysis helps in the proper implementation.

• Trainee controls the learning process

• Learning process becomes group oriented

• Group analysis helps in reaching at right conclusions

Trainee

Trainer

Trainee

Trainee

Trainee

Trainee

Trainee

Trainee

Trainee

Trainee

Trainee

Conventional ParticipatoryTrainer centered Trainee centered

Formal Informal

One way Multi directional

Rigid-already decided Flexible- as per need

One method Different methods

Restrictions Freedom

Less motivation Motivated to ask questions and questions are welcomed

Knowledge is with trainer

Trainees also have knowledge

Session: 2&3 (Process of Training)

Process of Training…..

Phases of Training……

Pre Training…..

1. Identification of target trainees2. Determination and Assessment of Training

Needs3. Formulation of Training objectives4. Preparation of Course Content5. Determination of Methodology6. Production of training materials7. Development of Program Module/schedule

Training…..

8. Implementation of Training and Evaluation – Pre Learning– Learning– Post Learning

Post Training…..

Many a times this gets missed out of the complete training cycle…….

But the actual success of training depends on this stage……

Which is called as:

Follow Up

Session 3: Training Need Assessment

What is Training Need Analysis????

• Training we have come to know: is a process of learning as well as de-learning…..

• Need: is the gap between what is and what ought to be…...

• Analysis: is finding out, reasoning, logical thinking

How have we been doing this??????

…………………..LETS SHARE………………………….

Ways and means of TNA……

• Questionnaire– Have open ended questions– Ask clear an specific questions– Focus on skill, knowledge and attitude

• Participatory exercises– Group discussion

– Rating and Ranking against quality of work– SWOT

• Self Assessment

• Observing employees while they work• Analyzing against Job Description

S.No. Job Description Tasks easily done

Tasks difficult to do

Kind of capacity building required

We May Fixate on Part of the System, and Miss the Whole

Session:1 Developing Module and Schedule

There are three words used in training world…..

????Module????

????Schedule????

????Manual????

Schedule….

• A schedule is nothing but details of:

– ……Sessions– ……Time/Duration– ……Methods

Module…..

• An extended version of Schedule, has details about…..

– ……..Objective of the training– ……..Assumptions made by the trainer

– ……..Nature of participants and their numbers– ……..Major methodologies to be used in the training

– ……..An introduction about the training

Manual…..

• While schedule and module are the planning tool for the trainer,

– Manual is the guide book for the trainer……– Helps the trainer conduct training……– Has session plans and guideline……

– Includes methods, tools and ways and means to effectively use it……

Session:2 Implementation of training plan, Monitoring & Evaluation

Techniques of Evaluation

The various methods of training evaluation are:

• Questionnaire

• Observation

• Interview

• Picture Language

Training Evaluation……

• Example 1

• Example 2

Making Training Implementation Plan……

While making plan for training Also keep these in mind……

• What is the item of learning you intend to implement?

• By which targets will you measure progress?

• What barriers might come during implementation?

• How will you avoid or negate these barriers?

• Time: when do you intend to start implementing the item?

• Time: by when do you intend to complete the implementation of the item?

• Resources: what resources (people, equipment, extra skills, etc.) will you need to complete the implementation of the item?

• Benefits: what benefits do you hope will result from your actions (including financials if possible to assess)?

• Commitment: when will you and your manager meet a) to discuss the Implementation of your plan and b) to review the progress of this action?

• Any other comments (continue on a separate sheet if necessary):

Monitoring the Implementation Plan……

References:

• http://www.healthlink.org.uk• http://www.businessballs.com/

trainingprogramevaluation.htm

THANK YOU