Train the Trainer - Agilis

Train the Trainer


Description

The Train the Trainers’ course will benefit course participants particularly on a personal level, as they will be able to develop specific interpersonal skills that are vital if one is to assume the role of trainer. Among other benefits, course participants will

  • Develop various interpersonal skills that are fundamental in training;
  • Learn presentation skills, what to dos and what not to dos, how to present oneself and approach trainees;
  • Learn to understand verbal and non-verbal communication that is being transmitted and received between trainer and audience;
  • Develop one’s self-confidence and knowledge through guided presentation efforts;
  • Develop leadership skills and career potential.

 

The organization will also benefit from this course as it will be able to:

  • Make use of acquired knowledge of employees to train other employees;
  • Save on training and retraining costs as well as improve the training product provided within the organization;
  • Develop a culture of change among employees, as well as improving communication within the organization;
  • Develop a pool of leaders who may acquire recognition from fellow employees as being more knowledgeable and hence capable of leading them on a daily basis;
  • Develop the potential careers of these in-house trainers into tomorrow’s Managers.

Syllabus

 DAY 1 

  • Program overview and group member introductions
  • The purpose of On-the-Job-Training and its role in development programs
  • On-the-Job-Training Program overview: terminal objectives and milestones,
    tasks, input sessions, debriefings, assessments
  • On-the-Job-Training subject specifics: how subjects and technical disciplines
    affect Program design and implementation
  • On-the-Job-Training Program challenges
  • Learner analysis: learning styles and strategies
  • On-the-Job-Training learner needs analysis – how to maximize On-the-Job-Training tasks and
    learning effectiveness
  • Planning On-the-Job-Training Program objectives: terminal and enabling
    objectives; writing SMART objectives
  • Designing assessment tools and methods for objectives
  • Review and close

 

DAY 2

  • Review of Day 1 and introduction to Day 2
  • Preparing weekly and monthly Program schedules
  • Taking care of logistics and time constraints
  • Designing On-the-Job-Training tasks and learner task sheets
  • Conducting pre-task briefings and after action reviews
  • Evaluating learning and Program success – monthly and quarterly reviews
  • Action planning: setting up On-the-Job-Training Program contents and schedules for use at work
  • Review and close

 

DAY 3 

  • Introductions, expectations and workshop objectives
  • Giving & receiving feedback
  • First practice session (pre-prepared) & feedback
  • Preparation for second practice session (on training methodologies)
  • Learning review method one
  • How people learn
  • The three domains of learning
  • Objectives exercise
  • Training media
  • Delivering in teams
  • Second practice session (on training methodologies) and feedback
  • Preparation for third practice session (joint session on visual aids)
  • Review and close

 

DAY 4

  • Learning review method two
  • E-learning – where does it fit?
  • The role of PowerPoint and other systems in learning sessions
  • Presentation skills
  • Third practice session (joint session on visual aids) and feedback
  • Preparation for fourth practice session (team-managed refresher learning event – you design, coordinate and facilitate a review of all workshop content)
  • Review and close

 

DAY 5

  • Learning quiz
  • Fourth practice session (coordinated review of all workshop content)
  • Action planning
  • Review of expectations
  • High impact closers
  • Feedback from the audience
  • Close of course

Learning Outcomes

  • Describe the function of On-the-Job-Training in employee development;
  • List and explain critical success factors in On-the-Job-Training design and implementation;
  • Identify common learning problems, reflecting learning theory;
  • Plan On-the-Job-Training programs for given periods of time;
  • Structure individual and group On-the-Job-Training sessions;
  • Evaluate trainee learning and assist employee development;
  • Document and review On-the-Job-Training activity and success by using instructional audits;
  • Appreciate and understand learning styles, and learn to structure one’s style of instructional training to the audience.

Participants and Requirements

This five-day workshop is for those who are new to delivering training sessions or who wish to refresh their existing skills. It is for professionals, managers and anyone involved in the development of others who would like to improve their learning delivery skills as well as for trainers in the training function. It is also useful for those persons who are responsible for:
training within change projects;
developing sales skills of sales teams;
providing training on IT applications and other functional areas.
Traditional trainers will continue to require these skills despite the growing importance of e-learning. E-learning can effectively teach knowledge and some skills but not all. The skills which cannot be taught through e-learning will continue to require training, either through one-to-one coaching or through face-to-face learning events.

Certificate

Certificate of attendance

Course Duration

5 days - 5 hour sessions

Enquiries

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