Public Training Program

TRAIN THE TRAINER

(5 Days) Workshop

22 – 26March 2009,Abu Dhabi

01 – 05 Nov 2009, Al Ain

Fee: US $ 2,750

Emirates Technical & Safety Development Centre

Competency Training Division

P.O. Box 35450

Abu Dhabi

United Arab Emirates

Tel: +971 (2) 5552034, Fax: +971 (2) 5541856

Mobile: +971 (50) 6229745 / 4908979

, Email: ,

TRAIN THE TRAINER

Introduction:

This five-day course for the training of trainers focuses on gaining tangible business results from the training function. We believe that training should play a central role in assisting an organization to achieve its corporate objectives. With this in mind, the seminar will concentrate on the importance of planning all training activities with the aim of achieving a measurable impact on the organization’s bottom line. In addition to the concerns of actual training delivery, we will address the areas of training needs analysis, content selection and analysis, program design, and validation of the training function. The seminar is applicable to all types of corporate training, whether related to technical skills, safety, or management.

The course will provide guidance and practice in the presentation skills of trainers, but we will devote at least equal attention to their facilitation skills. We have found that adult training is usually more effective when it is organized in an interactive format instead of in lecture format. We will therefore seek to emphasize the importance to trainers of developing a rapport with course participants and on fostering a collaborative environment. Because of the need to promote group energy and enthusiasm, the seminar will offer techniques for understanding group dynamics and increasing individual involvement in group activities.

Aims and Objectives:

Upon completion of this seminar, participants will have the competency to:

  • Plan all training activities with the aim of achieving business results.
  • Understand the stages of a systematic approach to training.
  • Develop group rapport and foster active participation.
  • Manage problems with groups and individual learners.
  • Use verbal and non-verbal communication techniques to establish credibility and maximize transfer of knowledge and skills.
  • Conduct training needs analysis to determine how to maximize the value of training resources.
  • Understand the process of how people learn and how different people have different learning styles.
  • Analyze training content and select appropriate content to address training needs.
  • Select the appropriate training method and employ it successfully.
  • Establish training objectives and standards for the training program.
  • Select, design, and deliver a training program which meets the organization’s training needs.
  • Assess the effectiveness of training ate the four levels of training evaluation.
  • Validate the training function on the basis of a cost/benefit ratio.

Who Should Attend:

Both new and experienced trainers, training managers and supervisors, training coordinators, all personnel involved in the training function.

Methodology and Materials:

The course is based on interactive participation. It is supported by lecture, group and individual exercises, case studies, and role plays.

Course Outline

Day One

  • Training and the Organizational Environment
  • Distinction between Training and Education
  • The Benefits of Training
  • The Image of Training in the Organization
  • Training’s Role in Corporate Strategy
  • The Training for Activity Trap
  • Characteristics of Training for Activity
  • Case Study in Training for Activity
  • The Training for Impact Approach
  • Training for Business Results
  • A Systematic Approach to Training
  • Stages in a Systematic Approach to Training
  • Costs of Too Little Training
  • Costs of Too Much or Inappropriate Training

Day Two

  • Tools for the Delivery of Training
  • Ideas for Promoting Group Cohesiveness
  • Developing Rapport with the Group
  • Fostering Participation and Active Involvement
  • Effective Icebreakers
  • Building an Image of Professionalism and Credibility
  • Controlling the Nervousness and Anxiety New Instructors Feel
  • How People Learn
  • The Cycle of Experiential Learning
  • Models for Understanding Group Learning
  • Determining Appropriate Instructional Style
  • Effective Group Leadership Skills
  • Signs of a Healthy Learning Group
  • Tips for Preventing Boredom
  • Energizers to Keep Group Enthusiastic
  • How to Build in Fun

Day Three

  • Getting Learners to Accept Responsibility for Their Own

Learning

  • Giving Feedback Appropriately
  • Verbal and Non-Verbal Communication
  • Strategic Use of Classroom Layout
  • The Training Program: Selection, Design, and Delivery
  • The Spectrum of Training Methods
  • Reinforcement and Transfer Tactics
  • Organizing a Workshop
  • Selection and Use of Training Media
  • How to Handle Resistance
  • Handling Problem People
  • Controlling Unwelcome Participation
  • Managing Disruptive Behavior
  • Humor in Training
  • How to Field Questions
  • Promoting the Use of New Skills on the Job

Day Four

  • Training Needs Analysis
  • The Reactive Route to Needs Analysis
  • Stages in Investigating Performance Problems
  • The Proactive Route to Needs Analysis
  • Surveys, Audits, and Reviews
  • Career Planning and Development
  • Analysis of Training Content
  • Job Analysis/Synthesis
  • Job Descriptions
  • Establishing Collaboration between Training and Line
  • Management
  • Hierarchical Task Analysis
  • DIF Analysis
  • Critical Incident Technique
  • Analysis of Target Population
  • Training Criteria and Standards
  • Evaluating Criteria

Day Five

  • Training Objectives
  • Writing Performance Statements
  • The Value of Training Objectives
  • Assessing the Effectiveness of Training
  • The Four Levels of Training Evaluation/Validation
  • Reaction Level (Level One)
  • Designing Level One Evaluation Instruments
  • Learning Level (Level Two)
  • Selecting and Designing Level Two Evaluation Tools
  • Measuring Acquisition of Knowledge
  • Measuring Skills Acquisition
  • The Measurement of Attitude Modification
  • Job Behavior and Performance Level (Level Three)
  • Organizational Level (Level Four)
  • Cost/Benefit Analysis for Training

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