• Human Resources Training

• Employment Law Training

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Train the Trainer

Performance Problems:

• Business objectives and human resources training objectives are not always in sync
• The training session doesn't address what really needs to be changed or corrected
• Training evaluation ratings are declining in both score and perceived value of training
• Managers and supervisors don't send employees to training
• Department managers don't see the value or importance of training 
• Managers and supervisors don't support and reinforce the changes from training
• Training sessions are viewed by some as boring and not valuable
• Training presentation quality needs to be improved
• People are becoming more creative in finding excuses to miss training sessions
• Training presenters have never received any instruction in train the trainer
• Human resources training rarely emphasizes training design, delivery and evaluation

Training Solutions:

• Develop training programs that change employee performance and behavior more consistently
• Create more energetic and dynamic training sessions
• Improve organizational effectiveness by delivering high impact training
• Improve the integration of training needs and the meeting of business objectives
• Recognize and effectively apply the principles of adult learning
• Overcome the most common causes of training and change resistance
• Conduct a more comprehensive and effective Training Needs Assessment
• Better manage the human dynamics of group interaction in a training session
• Maximize the adult attention span during training
• Gain more management support and backing for your training programs
• Decrease the development time required when putting programs together
• Reach the different learning styles of a diverse training group more effectively
• Increase the retention rate of information and skills covered in training
• Improve your training delivery and presentation skills
• Increase the amount of supervisory buy-in and reinforcement for your training
• Handle difficult trainees and other tough training situations more effectively
• Support trainers or managers who train with a motivating train the trainer course

Train the Trainer Course Outline: 

I. Training Analyses

1.       Training needs assessment (TNA)

2.       Conduct a learner analysis

3.       Identify and remove training constraints

4.       Perform a management analysis

II.  Training Design & Development

1.       Identify content through curriculum structure breakdown

2.       Develop enabling, training and learning objectives

3.       Select methods and media of instruction

4.       Identify trainee learning styles

5.       Develop training materials to best match learning styles

6.       Develop review, testing and transfer points

III.  Training Program Delivery and Presentation

1.       Make your presentations more interesting and fun

2.       Developing an attention getting opening

3.       Improving overall verbal speaking voice impression

4.       Gain increased audience involvement and participation

5.       Establish more powerful gestures and nonverbal communication

6.       Choose the best visual aids

7.       Handling difficult training situations

8.       Interject humor in your training presentation

IV.  Evaluation of Training Outcome

1.       Establishing performance or knowledge baselines or benchmarks

2.       The importance of follow up and reinforcement to change behavior

3.       Developing pre and post training assessments

4.       The importance of supervisor's and manager's roles in reinforcing training