Training objectives

To train all in house trainers, on following topics:

• Part I - Meaning and importance of competencies • Part II - Purpose of a training • Part III - Systematic training model/process • Part IV - Presentation Skills • Part V - Factors that leads to a poor training

So that 1. they can impart the trainings in a effective and efficient manner. 2. the people they train will not only enjoy their training but go away with the knowledge they need.

What is our purpose in the organization?

-To perform assigned job/work. And to perform assigned job, we should have some competencies that are required to perform that job.

Competence (or competency) is the ability of an individual to do a job properly.

Competence Skill Knowledge Aptitude Attitude

“Skill is used to denote expertise developed in the course of training and experience.” Skill is acquired and therefore has to be learned. For example skilled labour has expertise in their domain of work i.e. a mason, carpenter, black smith; electrician etc knows how to fix a problem because of his vast experience and training.

Skill

“Knowledge is a set of facts and principles needed to address problems and issues in particular job” It is the theoretical and practical understanding of a subject. So a skilled worker may have very good expertise (Practical Skill) in his job but may not have theoretical understanding in detail.

Knowledge

Abilities are things that you are naturally good at, you may get better at it with practice. Some people tend to be good at math; other people tend to be very artistic and creative. Chances of success multiplies when we chose a field of our aptitude.

Abilities/Aptitude

Try to find your “flow” or Passion, chances of success multiplies when you peruse your passion.

Throughout history, people had little need to know their strengths. A person was born into a position and a line of work: the peasant's son would also be a peasant; the artisan's daughter, an artisan's wife, and so on. But now people have choices. We need to know our strengths in order to know where we belong.

An attitude can be defined as a positive or negative evaluation of people, objects, event, activities, ideas, or just about anything in your environment. So it is a way of thinking or behaving. “You can complain because roses have thorns, or you can rejoice because thorns have roses”.

Attitude

Two seeds lay side by side in the fertile soil. The first seed said, "I want to grow! I want to send my roots deep into the soil beneath me, and thrust my sprouts through the earth's crust above me ... I want to unfurl my tender buds like banners to announce the arrival of spring ... I want to feel the warmth of the sun on my face and the blessing of the morning dew on my petals!“ And so she grew...

The second seed said, "Hmmmm. If I send my roots into the ground below, I don't know what I will encounter in the dark. If I push my way through the hard soil above me I may damage my delicate sprouts ... what if I let my buds open and a snail tries to eat them? And if I were to open my blossoms, a small child may pull me from the ground. No, it is much better for me to wait until it is safe." And so she waited...

A yard hen scratching around in the early spring ground for food found the waiting seed and promptly ate it.

Behavioral Ice berg model

We know that an iceberg has only 10 percent of its total mass above the water while 90 percent of it is underwater. But that 90 percent is what the ocean currents act on and what creates the icebergs behavior at its tip.

Ice berg

Our performance at work can be looked into same way. Tip of the ice berg is our observable behavior/performance which is an outcome of 90% of its which is under water. That 90% represents our competencies. That means our observable behavior/performance is the product of/outcome of our competencies.

Observable Behavior

Co

mp

eten

cies

Knowledge

Attitudes / Traits

Aptitudes

Skills

Behavioral Ice berg model

Importance of competencies

Recap of part I

• Our purpose in the organization is to perform our duties in best

way.

• To perform our duties, we should have some competencies.

• Competencies are a combination of skill, knowledge, attitude and

aptitude.

• Skill is developed with experience and training.

• Knowledge is the theoretical understanding of the subject, its

principals and facts.

• Aptitude is innate abilities that one is naturally good at.

• Attitude is way of thinking or behaving.

• Persons observable behavior is a out come of his competencies.

• So if person have good competencies, his behavior or his

performance at work will also be good.

Purpose of a training

We live in a rapidly changing world – Technology, customer needs, legislations, lifestyles etc. are few. Because of this, required competencies for good performance also keep on changing. So training helps to bridge the gap between existing and desired competencies.

Purpose of a training

Training?

Training helps to bridge the gap

Existing • Skills • Knowledge • Attitudes

Required • Skills • Knowledge • Attitudes

What is a systematic training model?

Training Process : ADDIE Model

Analysis

Determine goal, objective and need of training.

Design Creating a road map for accomplishing the goals and objectives.

Development Develop and create the elements laid out in design stage

Implementation

Deploying the training

Evaluate Measuring whether the training works and goal have been achieved

• Observing and Listening

• Surveys

• Interviews

• Tests

• Reviewing Company

Records

• Customer Requirement

• Changes in

Legislations/laws etc

Training Process : ADDIE Model

Analysis

Determine goal, objective and need of training.

• Learning objectives

• Course outline - Develop and sequence major topics

• Assess available resources

• Method of Teaching – Lecture/On the

job/Experience/Roll Playing etc.

• Learning/Teaching aids – Board/Laptop /OHP

PowerPoint /Flip charts/TV & video (CD/DVDs)/

Pictures/Skill Practice/Games/Music

• Target group – Level/Size /Insiders/ outsiders/

Diversity.

• Venue – Size/Location/Comfort/Time etc.

Training Process : ADDIE Model

Design Creating a road map for accomplishing the goals and objectives.

• Create the presentation of the course content

• Performing table top review

• Improve the presentation.

• Run a pilot session/Practice it.

Development Develop and create the elements laid out in design stage

Training Process : ADDIE Model

• Launch the training

• Deliver materials to the trainees

• Conduct training accordingly

Implementation

Deploying the training

Training Process : ADDIE Model

There are four standard levels of evaluation

• Trainee reactions to the training

• Trainee learning

• Trainee on-the-job behavioral changes

• Results of the training for the organization

One can evaluate the training effectiveness by Observations/ Interviews/Tests /Parameters

Any more?

Evaluate Measuring whether the training works and goal have been achieved

Training Process : ADDIE Model

Recap of part II and part III

• Purpose of any training is to bridge the gap between existing and

desired competencies.

• A systematic training process shall be based on ADDIE Model.

• Analyze the training needs.

• Design your training as per need.

• Develop the training program/material as per design.

• Implement the training.

• Evaluate the training.

Presentation Skills - Preparing a good presentation

- On Stage Presentation

For a trainer, having good presentation skills are very

crucial.

Presentation is a way of communicating the idea,

knowledge or message that a trainer wants to deliver to

participants.

Making a good presentation : The first thing to do is to organize your thoughts in a sequential manner so that all critical points are covered. Content, remember, is more important than style. Delivering the presentation : Communication A two way process of exchanging the ideas, information or transmitting of verbal and non verbal messages.

Vital things for a good trainer

Never confuse the word “Communication” with English speaking ability.

Making a good presentation

Making a Presentation

• Structure the contents using 5 W and 1 H (where, who, why,

when, what and how).

• Organize the content accordingly.

• Use images and other visuals. Be careful with small, pixelated

images!

• Anecdote /stories/experiences to be used to make the

presentation interesting.

• Use rule of 7X7

• To make a slide stand out, change the font or background –

Attention grabber

•Choose a clean font that is easy to read.

•Roman and Gothic type faces are easier to read than Script or Old English.

•Stick with one or two types of fonts.

• Make the Text Big Enough: Ensure readability!

• Choose a clean font that is easy to read

• Stick with one or two types of fonts

• Avoid Clutter: let some white space open!

• Use Videos or Audios: Be careful! It should not be too long,

otherwise the audience will lose attention.

Making a Presentation

Delivering the presentation

Ice breaker

Communication

A two way process of exchanging the ideas, information or transmitting of verbal and non verbal messages.

Opening of a training session

• This is most important and crucial step for rapport building. This

session can decide the fate of a training program itself.

• Trainer should clearly communicate about

• Objective of the training.

• Why this program is being conducted.

• How this program will benefit the participants/organization.

• He should brief about the outline of training program – topics,

breaks, timing etc.

In this way, participants will be more receptive to learning before

they can actually start to learn.

Ice breakers

• An opening exercise such as an icebreaker is useful to start up a

training session. As the name suggests, icebreakers are designed to

“warm up” the session.

• Icebreakers are commonly presented as a game to "warm up"

the group by helping the members to get to know each other.

Ice breakers can be used at the Starting or at any time of the

training program.

Ice breakers

Examples of these kinds of facilitation exercises include:

• The Little Known Fact - Participants are asked to share their

name, department or role in the organization, length of service,

and one "little-known fact" about themselves. This "little-known

fact" becomes a humanizing element for future interactions.

• Interviews - Participants are paired up and spend 5

minutes interviewing each other. The group reconvenes and the

interviewer introduces the interviewee to the group.

• Any game.

Remember that….

Ice breakers are normally used :

• When group is diversified i.e. From different backgrounds,

different companies, different professions, different locations etc.

to make comfortable with each other.

• When they have to work as a team later on.

• To evaluate the group i.e. quick assessment to gauge how much

they know about the topic, their background, expertise, attitude

etc.

• When you want to teach some practical learning.

Delivering the presentation (On stage presentation)

Speaking : Any idea or message said in an inappropriate tone can lead to confusion and leave the audience unmoved. Body Language: Next, is your body language. People react more positively when an idea is delivered combined with good body language. Poor body language can convey mixed messages and turn off an audience

• Your appearance should be neat and acceptable to create the

best first impression.

• Start your presentation calmly without fear and with confidence.

If you have stage fright, before starting your presentation, take a

deep breath.

• Say It with Body Language - You may not realize it, but body

language has a huge impact on your voice quality and the

impression you make over the audience.

• Smile. Not only participants see it, but they hear it also.

Delivering the presentation (On stage presentation)

• Keep eye contact with them.

• Engage the audience in conversation and involve them.

• Keep revolving your eyes and observe audience reaction.

• Ensure that your contents relate to the audience; Give only what

they can consume; Do not showcase your knowledge and

expertise.

• Deliver your presentation systematically; do not read the

PowerPoint presentation robotically.

Delivering the presentation (On stage presentation)

• Usage of anecdotes, stories, humor is important.

• Confine to the allotted time and do not exceed

• Handle your Q & A Session gracefully; If you do not know an

answer, accept this and promise to provide separately.

• Get the honest feedback from your friends and from others for

future improvement.

• Thank the audience.

Delivering the presentation (On stage presentation)

Recap of part IV

• For a trainer, having good presentation skills are very crucial

• Presentation skills can be divided into two parts – Making a

presentation and delivering a presentation

• On stage presentation is actually a process of communication

where trainer exchange the ideas, thoughts, knowledge or

messages with participants.

• Opening of a presentation matters a lot.

• Good on stage presentation is a combination of verbal (speaking)

and non verbal (body language) messages.

• For future improvements, always take feedback.

Factors that leads to a poor training

• Over confidence – making presentation without proper

understanding of the audience and the theme – Not making

adequate preparation.

• Mismatch/unclear of training requirements.

• Monotony - Reading the slides in the PowerPoint.

• Not connecting with the audience.

• Exceeding the time allotted.

General factors

• Size of the group

• Levels of knowledge / background

• Support / opposition

• Lighting, heating & ventilation

• Seating and equipment

• Disturbances & noise

Situational Factors

• Rattling keys or coins in your pocket

• The habitual and continuing use of “uhs” and “ahs”

• Sucking the teeth

• Ring twisting

• Lip licking

• Lip biting

• Pushing the bridge of your glasses

• Playing with a watch

Guaranteed Distractions

• Drumming your finger

• Bouncing a pencil on its eraser

• Blowing hair out of your eyes

• Popping the top of a magic marker

• Extending and retracting the pointer

• For females: Twirling hair and playing with jewelry

Guaranteed Distractions

How to overcome this?

Prior Preparation Prevents Pretty Poor Performance!

Simulate at least once your presentation at home and imagine a virtual audience. Thereby you get a feeling of the presentation flow. Practice transition from slide to slide to make the presentation liquid.

Remember 6P -

Recap • Competencies are very importance for good performance at any

job.

• That means for a good performance at work, one should have

skill, knowledge, ability/aptitude and attitude for the same.

• Because of changing scenario, competencies required are keep on

changing.

• Training is used to bridge the gap between desired and actual

competencies.

• For a good training we should adopt ADDIE model.

• Presentation skills are very important for a good trainer.

• On stage presentation is as important as making a good

presentation.

• A trainer should always avoid some points that leads to poor

training.

Movie Clips

We gain at work, at home & in the society

• At Work : Job becomes more interesting, meaningful and

rewarding

• At Home : Family life becomes fuller, richer and happier

• Socially Life takes new dimensions, one looks for new

challenges

With a good training

And you can make a difference

You can give your feedback at http://www.orkut.co.in/Main#Home?rl=t rooprajinder@simbhaolisugars.com, roop_rajinder@yahoo.com Mob.: +919927670068, +919759124083 For more readings you can visit http://www.slideshare.net/rooprajinder5ingh http://humanresourcehr.blogspot.com