Basic Train the Trainer

Competency Programme

Designing and Delivering Training

 Learning Outcomes

Sourcing, analyzing, interpreting and

using Competency based Training
Packages

Contextualizing or adapting
competency standards for a client
 Learning Outcomes

Providing instruction and training in work

related skills using resources and
materials provided for training purposes.

Conducting training using appropriate

communication and interpersonal skills to
enhance learning and build rapport and
trust.
 Learning Outcomes
Developing and delivering logically
sequenced learning in such a way as to
ensure new
skills/knowledge/competencies are
achieved.

Delivering training that engages the

learner/s and uses a range of delivery
techniques.
 When is training needed?

A target group will know that they have a need

to do training if:
Individuals don’t know what to do
Individuals know what to do but doesn’t have
the skills.
Individuals have the knowledge and skills, but
are not performing to the required standard.
Individuals simply don’t care about their work
performance.
 Indicators of When
Training Might be Needed
As the result of a performance appraisal.(job
progress)

Introduction of new equipment, new products,

procedures or documentation.

When inducting new staff.

If you observe poor practice.

 Indicators of When
Training Might be Needed

Through the use of workplace quality

systems.

If there are customer complaints or

poor supervisor reports.

By observing the performance of

staff.
 Analyze and Interpret the
Training Requirements
This analysis is conducted in five stages.
Step One – Identify clients training needs
Step Two – undertake a needs analysis
Step Three – interpret and confirm findings of
your research
Step Four – document training requirements
Step Five – make sure this meets the clients
needs, is translated into
competencies and prepare an
implementation plan
 Matching Training

Training should match:

Business goals
Jobs and tasks
Career paths
Position description
Governmental or organizational training
and accreditation (special requirement by the government)
conditions
 Your role as a trainer

Identify a suitable training package

and/or set of competencies

Analyze and determine the training

levels or qualification that need to be
delivered.

Analyze & determine the competency

standards for participants needs.
 Your role as a trainer
Contextualize training to meet participants
needs.

Analyze and determine the assessments

you will use.

Develop training using this information to

meet clients training using this information
to meet participants training needs, and in
a way that that meets the required training
standards.
 Your Role as a Trainer
Deliver and assess training to meet the
clients training requirements in a way that
meets the requirements of training
standards.

Evaluate the training assessments and

provide a report and results to the client
on the training and the outcomes.
 Developing Learning
Outcomes/objective
Competency standards identify the
performance level to be achieved to
demonstrate competency

Learning outcomes are a number of very

clear descriptions of the skills and
knowledge that the leaner will gain
during the training session
 Developing Learning
Outcomes/objective
The first word in a Learning Outcome must be
an action word

Avoid using words that cannot be assessed

Learning Outcomes will guide trainers in the

selection of information, and types of activities,
that they will include in their training session
 Developing Learning
Outcomes
Learning outcomes can be developed for
knowledge, skill, and behavioral based knowledge.

Learning outcomes whether knowledge, skill or

behaviorally based must be able to assessed.

Once knowledge, skills and behaviours are gained

they need to be practiced in the workplace or a
realistic simulation.
 Selecting training
methods and techniques
Training methods must:
Provide a means for the learners to learn
the specific training content outlined.

Keep the learner interested and involved

in the training so that learning is enhanced
 training methods
Presentations- lecture, case study, readings
Demonstrations- structured exercise,
simulations
Explanation- lecture, comparing, briefings
Problem solving-group discussions, brain
storming, debate(max5 person)
Mentoring- discussions, case study,
exercises
 Training Methods

Experiential learning – practice activities,

case studies, field placement, games
Group work – discussions, brainstorming,
debate, case studies, simulations
On the job coaching – explanations,
demonstrations, mentoring, problem solving,
discussions
A combination of all of these
 Training Resources
Training session plans

Learners notes or handouts

Workplace policies, procedures, instructions,

codes of practice, forms, Acts of Parliament
and documents

Trainers toolbox (pens, pencils, paper clips,

staplers, hole punch, extra paper, chocolates)
 Equipment
(Instructional Aids)
Whiteboard
Overhead projector
Video and TV
Video Camera
Laptop for Power Point Presentations
Slide projectors
Flip Chart Holders
Keep in your training store

OHP transparencies
Samples of previous work
Models of workplaces, equipment or products
Diagrams/pictures that will enhance training.
Training games
Materials- butchers paper, drawing
implements, rulers, pens, pencils, tape
paperclips.
 Delivering logically
sequenced learning
Verbal and written instructions need to be
written or given that are:
Clear
Concise
Accurate
Complete
All instructions should meet this criteria,
check that they do.
 Session structure

Introduction or session overview

Main body of the training

Conclusion of session summary

 Introduction to the
Training
G.L.O.S.S.
Gather learners attention
Link to previous training or job/role
Outcomes to be achieved by the end of the
session
Structure of training session (scope)

Stimulation or motivation
 The Main Body of the
Training
Knowledge Session Skills Session

Must be in manageable Demonstrate the task

chunks Explain what is being
Each chunk explains demonstrated
the information being Questions to and
given from learners
Followed this up with an Allow learners to
activity practice skill and
Have a Summary provide them with
feedback
 Conclusion

The summary and conclusion should

address three main points :

Outcomes achieved

Feedback to and from the group

Future – what does it mean?

 Delivering training
Some of the key elements of successful training are :
Developing trust and respect with learners
Presenting new information to the learners.
Carrying out activities that apply to learning
Monitoring the learners progress
Encouraging and giving feedback to learners
Using good questioning techniques
Letting learners know when they have
achieved the learning outcomes.
 Developing Mutual Trust
and respects
A successful training experiences for all means:
Learners must feel comfortable & able to
contribute
It must be active learning, that follows the
principles of adult learning
Training must be relevant and meet their
needs
The trainer must be competent, fair, and caring
The trainer must be a good communicator.
 Using activities
Activities must be able to support the learners
understanding of the information or skills
being learnt.

They must be relevant to them now, and show

how they will be able to use the knowledge or
skills in the workplace.

Activities are important as they assist with the

retention of the knowledge and skills.
 Monitor the Learners
Progress
Monitor learners progress in the learning &
check for signs that indicate:

Confusion, concerns, that they need help or

more information

Learners need feedback on how they are going

and that they are doing OK

Learners want to try on their own, or need more

practice, or need time for a break
 How to Use Good
Questioning
Use open questions when you want the
learner to provide extensive responses or
to elaborate on a point (why, how, where,
when, what, which)

Use closed questions when you want a one

word answer (yes/no) to provide
confirmation. This should not be used
frequently
 Gather Evidence
Performance & Achieve
Competence
When gathering evidence you must ensure that :

It is consistent with standards

Its shows the learner has required the
underpinning knowledge & skills
Satisfactory progress is being made

Learners are told when they have reached the

required standard of performance
 Training session activity
This can be done in groups, and they should
support each other :

Decide on what you will do for your

demonstration practice training session
Develop a minimum of 3 learning outcomes for
thee training sessions
Identify the training methods and techniques you
will use to deliver the training
Identify the resources or materials you will
needed to carry out the training sessions
End of Topic.....

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