Train The Trainer (TTT)

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Durations: 2 Days

Train The Trainer (TTT)

Course Overview:

This Train The Trainer programme provides your organizational line trainers with the necessary tools to initiate and implement workplace training, plus to evaluate the learning effectiveness towards continuous improvement. It helps your line trainers to transfer the newly acquired knowledge & skills, plus the expected behavioural change throughout your organization via a step-by-step learning methodology.

Course Objectives:

  • Perform fundamental training needs identification to determine relevant training interventions,
  • Develop a systematically-structured and practical training session plan,
  • Deliver an interactive and impactful training session,
  • Conduct workplace assessment to evaluate training effectiveness.

Course Prerequisites

There are no prerequisites for this course.

Course Content:

Module 1.0: What contributes to effective training?
1.1 Establish the concept of effective training
1.2 Determine and apply the appropriate training approach
1.2.1 Knowledge-based training
1.2.2 Skill-based training
1.2.3 Behavioral-changed training
1.3 Implement the appropriate training options
1.3.1 On the job training
1.3.2 Classroom training

Module 2.0 Understand Effective Training Cycle – The ADDIE Framework
2.1 Analyse training needs and identify relevant intervention
2.2 Design and develop relevant training programme
2.3 Implement training session
2.4 Evaluate training effectiveness

Module 3.0 Implement Training Needs Analysis (TNA)
3.1 Organisational Analysis – link training to business objectives
3.1.1 The Balanced Scorecard
3.2 Occupational Analysis – link training to job competency
3.2.1 Competency Framework
3.3 Individual Analysis
3.3.1 Workplace observation
3.3.2 Survey questionnaire

Module 4.0: Design and Develop Training Session Plan
4.1 Set training scope and focus point – The ‘BIG Picture’
4.2 Establish clear and concise training outcomes
4.2.1 Establish required performance
4.2.2 Emphasise post-training assessment criteria and condition
4.3 Introduce a training session with full impact – INTRO Principle
4.3.1 INTEREST – build participants’ interest throughout the session
4.3.2 NEEDS – create the needs in participants to learn
4.3.3 TIMELY – establish learning in a timely manner
4.3.4 RESPONSE – drive the participants towards expected learning outcomes
4.3.5 OUTCOMES – re-emphasise the importance of achieving the expected learning outcomes
4.4 Structure a practical training session – The FIVE (5) logical steps
4.4.1 Present new information strategically
4.4.2 Provide activity and/ or exercise practically
4.4.3 Check learner’s understanding tactically – The ‘3P’ Technique (Pose, Pause, Pick)
4.4.4 Prompt relevant question & invite answers openly
4.4.5 Conclude learning elements effectively

Module 5.0: Apply the Most Appropriate Training Methodology
5.1 Application of Adults Learning Principles towards effective training delivery
5.1.1 CAREER framework
• CONTROL – Understand how adults would like to control over how they learn
• ACTIVE – Ensure active involvement from learners
• RELEVANT – Provide relevant learning activities
• EXPERIENTIAL – Apply experiential learning methodology
• ENCOURAGEMENT – Encourage adults towards learning, re-learning and un-learning
• REINFORCE action on learnings
5.1.2 Tell – Show – Do approach towards effective internalization of learning elements
5.2 Application of experiential learning methodology
5.2.1 Collaborate the FOUR (4) sensory to impart learning messages effectively
• SEE – enable the participants to learn through self-awareness
• THINK – trigger the mind of the participants through experiential activities
• LISTEN – set a ‘attentive listening’ mode in the participants
• FEEL – assert the participants to feel the necessity to internalize the learning elements
5.2.2 Collaborate Karl Roger’s Self Concept Theory into training
• Systematically organize learning elements in the mind of learners
• Effectively internalize learning elements into learners
• Dynamically reinnforce application of learning elements

Module 6.0: Present an impactful training session
6.1 Apply the See-Think-Listen-Feel methodology in delivering training
6.2 Create an ‘open’ learning environment
6.3 Effective usage of training aids – Do’s and Don’ts
• Presentation slides
• Audio-visual aids
• Training games and/ or activities
• Handouts
• Flip-chart
6.4 The power of verbal and non-verbal communication in training
6.4.1 Selection of assertive choice of words
6.4.2 Impactful tone of voice
6.4.3 Professional body language
6.5 Application of the appropriate questioning techniques to enhance level of understanding.
6.5.1 “Open” and “Closed” questioning technique
6.5.2 Pose – Pause – Pick questioning methodology
6.6 Provide feedback through “Sandwich Approach”
6.6.1 Emphasize positive feedback
6.6.2 Highlight area(s) for improvement
6.6.3 Recommend ways towards continuous improvement

Module 7.0: Training Evaluations
7.1 Kirkpatrick’s Training Evaluation Model.
7.1.1 Level 1 Evaluation – Training Session Assessment
7.1.2 Level 2 Evaluation – Knowledge Assessment
7.1.3 Level 3 Evaluation – Performance Assessment
7.1.4 Level 4 Evaluation – Return on Investment Evaluation

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