COURSE OVERVIEW:

Training is a structured process that provides participants with the knowledge and skills to perform job tasks, and the desire to use them. Training is only as effective as the trainer providing it.

The skills of a trainer can either make or break the effectiveness of a training program. Every trainer needs to have specific skills as well as training and development tools to be effective.

A trainer must be able to infuse leadership skills and the culture effectively into employees to ensure peak productivity. Trainers are expected to use a medley of training and skill development approaches, tools, and tech to ensure that the employees/students get the best out of the valuable training period.

When we refer to skills, we are talking about something that we learn to do over a certain time. For instance, during education or work, you will learn new skills that you can use differently. You can refine those skills through further training or life experience.

Today’s savvy businesses know that training is an absolutely vital function. There are 3 reasons for this. First, it is expected. Today’s employees won’t work where they aren’t developed. Whether for personal or professional reasons, people don’t want to be in a business where they are not kept up-to-date, fully trained, and given opportunities to develop. The second reason is the speed of change. Whether in technology, in products, or in skills, training enables people to keep up to date with the market, the competition, and their own organisation’s plans. And thirdly, businesses know that people are their most valuable asset. Making the most of this asset is what training is all about. That’s why training skills are essential in the modern business organisation.

All organisations today face rapid and often unexpected change. Giving employees the knowledge, skills and attitudes to cope with such change is a prerequisite to survival and success, both personal and business. This is the vital role of training in modern organisations.

This course gives participants the tools and techniques for a systematic approach to training others effectively. This course is for anyone involved in organising learning and training events to improve the skills and performance of others, these include trainers, facilitators, managers, leaders, instructors, etc.

The first part of this course starts by explaining the importance of training, the differences between training and other forms of learning and the common reasons for training. Then explains how to analyse training needs and how to plan and manage training. Then examines the different kinds of training. Also, examines a range of Learning Models. Then discusses how to design a training course, then looks at the importance of management support of training. Finally, discusses how to run a course effectively from the beginning to the end.

The second part starts by discussing the process of learning including; the creation of a relaxed climate; good communication with every trainee and checking that things are going as planned. Then explains why group-work is an essential feature of effective training courses. Then examines the nine learning styles based on the Enneagram personality typology. Also, examines the skills of a resourceful trainer. Then concludes by examining the different training evaluation techniques and other techniques used to measure how well someone has learnt a new skill.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

·       The vital role of training

·       The need for training in organisations

·       The link between workforce training and organisational performance

·       The difference between training and learning

·       How to develop people’s potential through training?

·       How training is a path to excellence?

·       How to manage training?

·       The stages of training

·       The training needs analysis

·       The skills survey

·       The performance appraisal

·       The kinds of training

·       Induction Training

·       The on-the-job training

·       The difference between coaching, mentoring and facilitating

·       Attitude training and ongoing training

·       The models of learning

·       The Pedagogy model of learning

·       The Andragogy model of learning

·       The Experiential Learning model

·       The Kolb’s model

·       The Behaviour Modelling

·       The Multiple Intelligences model

·       The Instructing model of learning

·       The STEER Coaching Model

·       The GROW Coaching Model

·       Mentoring and Self-Programming  

·       How to design a training course?

·       How to identify training objectives?

·       How to plan a course?

·       The best environment for an effective training session

·       The importance of management support in training

·       How to run a course?

·       The pre-course contact with trainees

·       Why check the training room and your materials?

·       Course introductions, presentations, feedback, breaks, review and endings

·       How to deal with anxiety?

·       The process of training

·       Group-work and training

·       Quick and relaxing icebreakers for training

·       The group exercise

·       The group role play exercises

·       Team building games

·       The Sigma Ray Emitter exercise

·       Team performance exercise

·       The Enneagram personality typology

·       The Linguistic Learner

·       The Interpersonal Learner

·       The Modelling Learner

·       The Intrapersonal Learner

·       The Visual Learner

·       The Mathematical Learner

·       The Kinaesthetic Learner

·       The Auditory Learner

·       The Intuitive Learner

·       How to become a resourceful trainer?

·       The barriers to learning

·       How to adapt your style?

·       The key accelerated learning principles

·       The Triple Vision of the trainer

·       How to evaluate training?     

·       The importance of assessments

·       How to evaluate performance?

·       The Future Pacing evaluation techniques        

·       The Action Planning evaluation technique

·       How to measure skills?

·       The Conscious-Competence Ladder evaluation technique

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.