TRAIN THE TRAINER A Session that can make you knowing more about… “How to improve your capability in conducting training effectively.”

TRAIN THE TRAINERTRAIN THE TRAINER

A Session that can make you A Session that can make you knowing more about… “How to knowing more about… “How to improve your capability in improve your capability in conducting training effectively.”conducting training effectively.”

Corporate Affairs DivisionHR Dept./DR

Train The Trainer

The ObjectiveThe Objective

• To increase the understanding of To increase the understanding of Training Process especially in Training Process especially in conducting training.conducting training.

• To have a knowledge to improve the To have a knowledge to improve the capability in conducting training.capability in conducting training.

• To get some related tips to make more To get some related tips to make more confidence in delivering training.confidence in delivering training.


Train The Trainer

Several Similar TermsSeveral Similar Terms

• In term of activities:In term of activities:– Lecturing, Facilitating, Training, Seminar, Lecturing, Facilitating, Training, Seminar,

Work Shop.Work Shop.

• In term of role:In term of role:– Lecturer/Teacher, Facilitator, Instructor, Lecturer/Teacher, Facilitator, Instructor,

Trainer.Trainer.

• In term of participant:In term of participant:– Attendant, Trainee, Student.Attendant, Trainee, Student.


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OverviewOverview

What we have to know before What we have to know before conducting training :conducting training : Purpose of TrainingPurpose of Training ParticipantParticipant Supporting FacilitiesSupporting Facilities Evaluation SystemEvaluation System Module and MethodModule and Method Time ArrangementTime Arrangement


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Flow of TrainingFlow of Training

1)1) Training Need Analysis (TNA)Training Need Analysis (TNA)

2)2) Determine Training ObjectivesDetermine Training Objectives

3)3) Create Training Module and EvaluationCreate Training Module and Evaluation

4)4) Time Arrangement/ScheduleTime Arrangement/Schedule

5)5) Conduct TrainingConduct Training

6)6) Performance ImprovementPerformance Improvement

7)7) Improving Training ModuleImproving Training Module


Train The Trainer

Training Need Analysis Training Need Analysis (TNA)(TNA)

• Comes from the gap of existing Comes from the gap of existing performance and expected performance performance and expected performance (job requirement, development plan, (job requirement, development plan, company/ external change).company/ external change).

• Based on competencies and skill requiredBased on competencies and skill required• List of improvement priorityList of improvement priority• Define training module neededDefine training module needed• Followed by training plan and scheduleFollowed by training plan and schedule


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Training ObjectiveTraining Objective

• Based on achievement level :Based on achievement level :– KnowledgeKnowledge– Behavior/SkillBehavior/Skill– Attitude/MotiveAttitude/Motive

• Based on training classification:Based on training classification:– TechnicalTechnical– ManagerialManagerial– CorporateCorporate

• Based on the impact:Based on the impact:– Personal DevelopmentPersonal Development– Corporate or Team ImprovementCorporate or Team Improvement

•Based on the Based on the reason:reason:

– Improvement.Improvement.

– Maintenance.Maintenance.

– DevelopmentDevelopment


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Create ModuleCreate Module

• Manual for InstructorManual for Instructor• Participant HandoutParticipant Handout• Participant Work Sheet/BookParticipant Work Sheet/Book• Transparent Sheet/Power Point Transparent Sheet/Power Point

PresentationPresentation• Training Executing Plan & ScheduleTraining Executing Plan & Schedule• Evaluation FormEvaluation Form• Supporting Material (Case Study, Role Supporting Material (Case Study, Role

Play Scenario, Games)Play Scenario, Games)


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Training ContentTraining Content

• Training BackgroundTraining Background• Training ObjectiveTraining Objective• Training AgendaTraining Agenda• Training ModuleTraining Module• SummarySummary


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Time Arrangement & Time Arrangement & ScheduleSchedule

• Set time frame for each topic in the Set time frame for each topic in the module.module.

• Determine Training Activities (Lecture, Determine Training Activities (Lecture, Discussion, Role Play, Case Study, Discussion, Role Play, Case Study, Simulation, etc.)Simulation, etc.)

• Create flow of training process.Create flow of training process.


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Conducting TrainingConducting Training

• Start with the training objective and agenda.Start with the training objective and agenda.• Make an Ice Breaking activities.Make an Ice Breaking activities.• Go trough the first subject or topic ensure Go trough the first subject or topic ensure

participant understand (summaries if participant understand (summaries if necessary).necessary).

• Explain clearly and orderly.Explain clearly and orderly.• Give some attraction if necessary.Give some attraction if necessary.• Integrate all topics at the end of training Integrate all topics at the end of training

session.session.


Train The Trainer

How to get start ?How to get start ?

• Be at ease and relax.Be at ease and relax.• Mentally rehearse the sequence of training.Mentally rehearse the sequence of training.• Mastering your module and other supporting Mastering your module and other supporting

facilities.facilities.• Arrive earlier to settle your self.Arrive earlier to settle your self.• Dress properly and comfortable.Dress properly and comfortable.• Check your equipment before start.Check your equipment before start.• Try to anticipate the questions.Try to anticipate the questions.• Create a physical setting that make you comfortable.Create a physical setting that make you comfortable.• Practice your session before that.Practice your session before that.


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How to maintain?How to maintain?

• Motivate the group to Motivate the group to want to want to listen to you.listen to you.• Use tension of your voice to enhance performance.Use tension of your voice to enhance performance.• Move around.Move around.• Keep eye contact with the audience.Keep eye contact with the audience.• Admit your mistakes, but only if you make them.Admit your mistakes, but only if you make them.• Always appear to be enthusiastic.Always appear to be enthusiastic.• Develop your own style.Develop your own style.• Get feedback from your audience.Get feedback from your audience.• Do not read from the text.Do not read from the text.• Use some jokes, games or controversial statement Use some jokes, games or controversial statement

if necessary.if necessary.


Train The Trainer

When Facilitating…When Facilitating…

DOSDOS• Prepare.Prepare.• Keep a check on time.Keep a check on time.• Use voice and body Use voice and body

language to show that you language to show that you are listen.are listen.

• Build on other contribution.Build on other contribution.• Get all relevant opinion.Get all relevant opinion.• Keep control the discussion Keep control the discussion

but allow other to talk.but allow other to talk.• Generate enthusiasm.Generate enthusiasm.• Summarize and conclude.Summarize and conclude.• Review the process and Review the process and

agree on the improvement.agree on the improvement.

DON’TSDON’TS• Wing it.Wing it.• Lets things run away.Lets things run away.• Use your position and power Use your position and power

to push through your agendato push through your agenda• Shoot down ideas too readily Shoot down ideas too readily • Take sides.Take sides.• Be manipulated, Be manipulated,

condescending or dismissive.condescending or dismissive.• Appear tired of it all.Appear tired of it all.• Leave things for next time.Leave things for next time.• Carry on with process which Carry on with process which

are not have a good result.are not have a good result.


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Training MethodTraining Method

1.1. LecturingLecturing– For increasing knowledge and For increasing knowledge and

individual development purpose.individual development purpose.– Tend to be one way communication.Tend to be one way communication.– The module is a basic/established The module is a basic/established

concept.concept.


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2.2. DiscussionDiscussion Discuss the subject to gain broader Discuss the subject to gain broader

mind.mind.

3.3. Focused Group DiscussionFocused Group Discussion To discuss the training subject and To discuss the training subject and

come out with the group conclusion.come out with the group conclusion.



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4.4. Role PlayRole Play To see the real interaction regarding To see the real interaction regarding

the training subject to be observed, the training subject to be observed, felt, and analyzed felt, and analyzed

5.5. Case StudyCase Study To practice the training subject with To practice the training subject with

the real situation in writing.the real situation in writing.



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6.6. Experiential LearningExperiential Learning To get the value of each experience To get the value of each experience

related to the training subject.related to the training subject.

It can not be pushed interfered by It can not be pushed interfered by the trainer while the participant the trainer while the participant experiencing their activities.experiencing their activities.

Can be called as an adult learningCan be called as an adult learning



Train The Trainer

Misleading AttitudeMisleading Attitude

• Assuming that all people are the same.Assuming that all people are the same.• Hallo effect.Hallo effect.• Jump to conclusion.Jump to conclusion.• Judging others.Judging others.• Defensive.Defensive.• I am a superman.I am a superman.• Too flexible with others.Too flexible with others.• Too much used others people to assist.Too much used others people to assist.


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Communication Communication DistortionDistortion

TrainerTrainer

Perceived by participaparticipantnt

Probability perceived by participantparticipant

Unintentional message

Intentional message

Distortion


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Performance Performance ImprovementImprovement

• MeasurableMeasurable• ObservableObservable• TangibleTangible• Method of measurement:Method of measurement:

– Pre & Post TestPre & Post Test– Project AssignmentProject Assignment– Field Test.Field Test.– Observation Sheet.Observation Sheet.– 360 degree feedback360 degree feedback


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DefinitionDefinition

• Learning is a process of gaining Learning is a process of gaining knowledge, skills, or attitudes through knowledge, skills, or attitudes through formal or informal means. formal or informal means.

• Education is a process involving others as Education is a process involving others as facilitators of learning. These others may facilitators of learning. These others may be subject matter experts, instructional be subject matter experts, instructional designers, or deliverers of instruction. designers, or deliverers of instruction.

• Training is a learning process directly tied Training is a learning process directly tied to specific situational resultsto specific situational results


Train The Trainer

Training OutcomeTraining Outcome

1.1. Reaction Reaction -- evaluates the training program itself (are the -- evaluates the training program itself (are the trainees satisfied?)trainees satisfied?)

2.2. LearningLearning -- focuses on changes in the participants as a -- focuses on changes in the participants as a result of the training (have skills, knowledge, or attitudes result of the training (have skills, knowledge, or attitudes changed as a result of the training?)changed as a result of the training?)

3.3. Behavior or performanceBehavior or performance -- deals with the transfer of the -- deals with the transfer of the learning to the job or organization (are the results of the learning to the job or organization (are the results of the training being applied?)training being applied?)

4.4. Outcomes or resultsOutcomes or results -- is the impact of the training on the -- is the impact of the training on the productivity and profitability of the organization. While productivity and profitability of the organization. While education tends to focus on the first two of these, education tends to focus on the first two of these, training should be evaluated by the last two -- on the training should be evaluated by the last two -- on the transfer of learning to the success of the organizationtransfer of learning to the success of the organization


Train The Trainer

Type of TrainingType of Training• Communication. Communication. People must learn how to communicate effectively People must learn how to communicate effectively

in teams and between teams across the entire organization. in teams and between teams across the entire organization. Employees must use communication to resolve and manage Employees must use communication to resolve and manage conflicts, and to air and resolve grievances and complaintsconflicts, and to air and resolve grievances and complaints

• Team management and functioning. Team management and functioning. Managing projects, setting Managing projects, setting goals, clarifying roles, and solving problems in teams are skills that goals, clarifying roles, and solving problems in teams are skills that must be developed. New organizational skills must be developed if must be developed. New organizational skills must be developed if teams are to operate effectively and efficientlyteams are to operate effectively and efficiently

• Leadership development. Leadership development. Team leaders and upper management Team leaders and upper management need to learn how to act as role models for team operation, and need to learn how to act as role models for team operation, and how to promote the active building, leadership and management of how to promote the active building, leadership and management of teamsteams

• Personal development. Personal development. Employees need help in overcoming fears Employees need help in overcoming fears about the loss of job security and independence, and to learn how about the loss of job security and independence, and to learn how to continue to make individual contributions within team structures. to continue to make individual contributions within team structures. Interpersonal skills need to be developed, especially with respect to Interpersonal skills need to be developed, especially with respect to group problem solvinggroup problem solving


Train The Trainer

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TRAIN THE TRAINER A Session that can make you knowing more about… “How to improve your capability in conducting training effectively.”