train the trainer workshops philippines

8/3/2019 Train the Trainer Workshops Philippines

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TRAIN THE TRAINERSAchieve Organizational Excellence; Equip Learning Leaders Today

Expectations about training practices and solutions have changed dramatically in the past few years.Organizations regularly redefine the terms success and performance to meet evolving client and

employee expectations.

At the same time, the number of training options for transferring learning has mushroomed so that e-

learning, distance learning, videoconferencing, and self-directed programs are becoming more

commonplace as compared with the traditional classroom setting.

The term training itself has been broadened to the more inclusive term of learning—denoting a broader

base of skill-building opportunities through assignments, activities, and focused coaching. This shift has

broadened the responsibility for training to include managers,

coaches, role models, and mentors as key learning agents. An employee’s manager has the ultimateresponsibility for supporting and sustaining development. As a result, skill sets for managers reflect this

important responsibility.

Many organizations now regard their support for individual development and skills upgrading as

competitive advantages in attracting and retaining high performers. The pending retirements of many

baby boom employees in the next ten years has necessitated the importance

of retaining organizational memory and knowledge management through succession-planning

programs. At the same time, a newer generation of workers has been educated and trained differently,

thereby requiring training opportunities that are customized to match learning-style preferences. Both

the organization and its employees want business-based outcomes that reduce cost.

Training today is typically not measured as a stand-alone process. Measures of success are becoming

more focused on training’s contribution to—and integration with—other human resource practices.

Training must create visible bridges between skills building, core competencies, and performance

management. Continuous learning implies that training’s mission is not to only close gaps but also to

grow organizational capacity by preparing employees for emerging challenges.

Today’s trainers (and everyone is a trainer today at some point) inevitably operate in environments that

present new challenges and opportunities. Nevertheless, they still must meet standards that have not

changed, such as engaging participants, creating an environment that encourages learning, risk taking,

practice, and checking for understanding. Most important, trainers must enhance organizational

capacity—one trainee at a time.

This Train the Trainer workshop is for them.




PART I: TRAINING TODAY

Today’s Organizations

Today’s Trainers

Today’s Learners

Training Trends—Then and Now

Learning Organizations

Successful Training Criteria

PART II: ALIGNING TRAINING WITH THE ORGANIZATION’S OBJECTIVES

Linking Training to Business Needs

Aligning Trainers with the Organization

Training Needs Analysis

Designing a Training Needs Analysis

Using 360-Degree Feedback for Training Needs Analysis

Core Competencies

Developing a Training Curriculum

Sunflower Analysis

Workshops

PART III: MAXIMIZING THE TRAINING INVESTMENT

Budgeting for Training

Budgets: Building a Case for More Training Peso

Costs and Benefits of Training

Alternatives to Training

Training may not be the solution

Stretching the Training Peso

Using Consultants

Workshops

PART IV: DEVELOPING TRAINING PROGRAMS

Designing for Global Diversity

Training Program Design

The DESIGN Process

Methodology—Choosing the Right One

The STAR Design Model

Role Play: Design and Conduct

Case Studies

Training Materials

Simulations

Pilot Programs

Workshops

PART V: DELIVERY OPTIONS

Technology: Choosing High-Tech or Low-Tech

E-Learning




Videoconferencing

Self-Directed Learning

Computer-Based Training

PART VI: CONDUCTING TRAINING

Preparation for Training

Icebreakers

Overcoming Nervousness

Impact in the Classroom

Using Audio

Active training approach

Videos: Using Them to Their Best Advantage

Designing visual aids

Dealing with Difficult Behavior

Resistance to Training

Keeping Trainees Focused

Flip Chart Do’s and Don’ts

Overhead Projector Do’s and Don’tsExperiential Activities and Exercises

Presentation Skills

Facilitator Do’s and Don’ts

Top 10 Tips for Trainers

Humor

Diversity in the Classroom

Post-Course Evaluation

Workshops

PART VII: SPECIALIZED TRAINING COURSESOrientation

Product Training

Outdoor Training

Conferences and Seminars

PART VIII: EVALUATING THE IMPACT OF TRAINING ON PERFORMANCE IMPROVEMENT

Targeting the Right Results

Levels of Evaluation

Measuring Training Results

Auditing the Training Function

Benchmarking

PART IX: DEVELOPING TRAINERS AND FACILITATORS

Train-the-Trainer Sessions

Write a Trainer's Guide

Trainer-led courses for blended learning

Professional Development for Trainers and Facilitators

Workshops




PART X: SUSTAINING THE IMPACT OF TRAINING

Manager’s Role in Supporting Training

Coaching for Skills Development

Individual Development Plans

The Development Planning Meeting

Making the Most of Development Planning Meetings

Developmental Learning Activities

Train-the-Trainer Sessions

Professional Development for Trainers and Facilitators

Workshops

PART XI: TRAINER DEVELOPMENT PLAN

Workshops

Optional:

PART XII: GROWING ORGANIZATION CAPACITY

Mentoring Best Practices

Implementing a Mentoring Program

Training and Orientation for Mentors and Mentees

Career Planning Programs

Promoting Career Self-Management

Succession Planning

Designing an In-House Succession Program

Ten Ways to Take the ‘‘Success’’ out of Succession Planning

Energizing High Performers Through Training and Learning Opportunities

train the trainer workshops philippines

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