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Train the Trainers Training in the Philippines

Train the Trainers Training in the Philippines

EnterTrain the EnterTrainers (ETE)

A Corporate EnterTrainment on the Training Cycle for Trainers

 

ENTERTRAINMENT OVERVIEW:

The reason a lot of company owners, investors, and top managers consider training as an expense or just an optional privilege for organizations that have funds to invest in one is that trainers who facilitate programs don’t and can’t come up with a well-designed and developed training intervention that really corrects, replaces, improves, or adds on to the trainees’ knowledge, skills, and attitude.

They just design something from scratch not knowing and understanding if the scope of the training will really do the trick. This is because analyzing or assessing the training needs wasn’t done right to begin with. When coming up with a training program starts wrong, it obviously proceeds wrong, and ends very bad as well as a consequence.

Therefore, a corporate trainer must appreciate, understand, and apply with so much mastery how to analyze training needs correctly, design the entire program with results in mind, develop the beneficiaries’ holistic learning experience, facilitate the program with learner-centered approaches, and evaluate the effectiveness of the trainer and the program for continuous improvement reasons.

 

ENTERTRAINMENT GOAL:

By the end of his three-day program, the participants should already have the competence, confidence, and comfortability to:

  1. Analyze training needs if and only if training is the identified corresponding learning and development intervention to the root cause of an employee’s performance gaps
  2. Design the methodology that shall communicate and demonstrate the needed cognition, competencies, and character to close the performance gaps
  3. Develop the scope of the learning experience and the materials and tools by which learning shall be facilitated
  4. Implement the developed program through the correct and effective presentation, platform, and facilitation skills
  5. Evaluate the effectiveness of the program and the trainer by using Donald Kirkpatrick’s Learning Evaluations Model

 

ENTERTRAINMENT OBJECTIVES:

To achieve the coverage of the goal above, the participants’ three-day learning experience should revolve around:

  1. Adopting the principles in and conditions surrounding the Adult Learning Principles (ALP)
  2. Familiarizing oneself with each component or stage of the ADDIE Training Cycle
  3. Analyzing the employees’ training needs using the right information collection, analysis, interpretation, and reporting strategies and translating this information into learning goal/s and objectives
  4. Designing training modules using appropriate processes and methodologies including drafting and finalizing the training outline, verifying the content or scope of the outline, and creating sessions, activities, exercises, and the like using learning outcomes as a basis
  5. Developing learning support and training facilitation materials and aids to provide a holistic learning experience covering knowledge, skills, attitude, environment, motivation/inspiration, and job-person/person-organization fitness
  6. Facilitating a results-oriented training or presentation using the right resources
  7. Devising an effective evaluation mechanism that complies with the Kirkpatrick Learning Evaluations Model

 

ENTERTRAINMENT OUTLINE:

DAY ONE:

MODULE ONE: ADULT LEARNING PRINCIPLES (ALP)

  1. Understanding How Adults Learn
  2. The Different Learning Concepts

 

MODULE TWO: THE TRAINING CYCLE 101: ADDIE FRAMEWORK

  1. Understanding the Training Cycle

 

MODULE THREE: FUNDAMENTALS OF TRAINING NEEDS ANALYSIS/ASSESSMENT

  1. What is Training Needs Analysis and Why Do It?
  2. Training Needs Analysis/Assessment Modes
  3. Training Needs Analysis/Assessment Methods
  4. Training Needs Analysis Process

 

DAY TWO

 

MODULE FOUR: CREATING A SUCCESS-BOUND TRAINING PROGRAM

  1. Writing the Learning Goal/s and Objectives using S.M.A.R.T.E.R. and Benjamin Bloom’s Taxonomy of Learning Domains
  2. Drafting the Training Outline using Literature Research and Personal Expertise/Experience
  3. Developing an Instructional System Design (ISD)
  4. Selection of Training Methodologies

 

MODULE FIVE: DEVELOPING THE LEARNING EXPERIENCE

  1. Developing the Training Modules
  2. Identifying the Structured Learning Activities, Exercises, Assessments, Icebreaker, and Energizers
  3. Creating the Training Timetable

 

MODULE SIX: THE ART AND SCIENCE OF ENTERTRAINMENT

  1. Facilitating the Training Program
  2. Classroom Management or Crowd Control
  3. Tips on Effective Program Delivery

 

DAY THREE

 

MODULE SEVEN: PRACTICE TRAINING OR DEMONSTRATION

  1. Briefing and Preparation
  2. Actual Presentation of Designed Module or Facilitation of Training
  3. Peer and Facilitator Feedback on Demonstration
  4. Viewing of Recorded Demonstration
  5. Closing
  6. Program and Speaker Evaluations

 

MODULE EIGHT: EVALUATING TRAINING EFFECTIVENESS

  1. Donald Kirkpatrick’s Learning Evaluations Model
    1. Level 1: Learners’ Response/Reaction
    2. Level 2: Leaners’ Learning
    3. Level 3: Learners’ Transfer of Learning or Change in Behavior
    4. Level 4: Individual, Departmental, and Organizational Results

 

ENTERTRAINMENT METHODOLOGIES:

This three-day training program shall practice what it preaches. Therefore, the participants’ learning experience will cater to visual, auditory, and kinesthetic learners and will cater to the following:

  1. Icebreaker
  2. Structured Learning Activities
  3. Immediate Application Exercises
  4. Video Support
  5. Role Plays
  6. Training/Presentation Demonstration
  7. ENTERTRAINMENT at its best!
Phone: (02) 919-2734
Mobile: 0936 988 6199 (Globe) | 0933 232 6149 (Sun)
Unit A2 Blk 8 Lot 8, Buenmar Ave. Phase IV
Greenland Executive Village, Brgy San Juan, Cainta, Rizal