Train The Trainer: Presentation On

Presentation on
Train the Trainer

(Training Techniques)
1 / 56
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Index
Slide No.
1. Basic Principles for in Company Education 3 - 10
2. Attitude Towards Training 11 - 18
3. Basics of Training 19 - 24
4. Training Process 25 - 36
5. Considerations for Training 37 - 42
6. Pre-requisites of Effective Training 43 - 55
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BASIC PRINCIPLES FOR IN
COMPANY EDUCATION
A Purpose of training
A 3 Pillars of development
A Times when Training is required
A School Education V/s. In Company Education
A In company Education
A Ability enhancement
3 / 56

Purpose of Training
Target
Training
Evaluate
Skill Enhancement or Not
By way of Practice + Mind (Knowledge)

Extensive and specific information 4 / 56

3 Pillars of Development
Knowledge Hands
and On
Education Training
Mental
And
Physical Training
Training = Human Development 5 / 56

Times when Training is required
• New Employee
• Skill Up
• New Technology
• Safety (Problems) – Accidents
• Quality (Problems)
• Waste elimination (TIE)
• Transfer
• Motivation
6 / 56

School Education V/s In Company Education
Targeted for Youth

Targeted for Grown – ups
Can Take much Time
Can not take much time
Preparation for going into society as a full fledged member
Education is provided based on the employees own occupation
The person itself is responsible to enhance its ability through education
In principle education is provided based on the necessity of the company,
though it is also useful for trainees themselves.
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In Company Education
Factors gives influence on In- Company education ( Training and Development)
MANAGEMENT SUBJECT
PERSONNEL CULTIVATION
TARGET
SECTION AUTHORITY
EDUCATIONAL
EDUCATION
TECHNIQUE
PLANNING
EFFECT
TRAINING & DEVELOPMENT
PERSONNEL CULTIVATION
TARGET
MANAGEMENT SUBJECT
8 / 56

Ability Enhancement by Training
Ability
Ability improvement
when training is
provided
Ability improvement
when no training is
provided
Training Time
9 / 56

In Company Education starting with “ a problem at work”
What is a problem = The Gap between target and Actual
1. Problem Solution by using technologies specific to the job : Specialized
knowledge and technologies specific to the job i.e. Finance, HR, etc.
2. Problem solution based on the structure , System, etc. of the job : When a
problem is caused by an imperfect aspect of the job structure, system,
arrangements or custom, it should be solved in that aspect
3. Problem Solution based on the Person’s ability or will to work : If a

problem is caused due to the poor ability or will to work
If the cause of the problem lies in another aspect, however, training only can not give
a good effect. Training work efficiently when a problem is caused mainly by poor
ability or will to work of a person and when it can be solved by an educational
method.
10 / 56

ATTITUDE TOWARDS
TRAINING
A Safety First
A Enthusiasm
A Patience
A First Class skills
A Better Training
A Humor
A Levels of Transformation
11 / 56

Safety first and no accident during practical training.
• Always use sufficient care for inexperienced work
12 / 56

Give instructions with Enthusiasm
• Enthusiasm of trainer always result in enthusiasm of trainees.
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Have Patience when a trainee can not understand
or do the subject (follow –up)
• The trainee himself or herself feels humiliated (embarrassed) most
14 / 56

Show an example with first class skills when
giving instructions (Training) for technical skills
(Show an example)
• Achieve 100 % credibility by using your technical skills which lead to

due respect (Should practice for example)
15 / 56

Always try to provide better training activity than
ever
• Trying to make progress for each training activity leads to the best
training (Kaizens / Improvements)
16 / 56

Use smile and sense of humor as lubricant
• Good human relationship between the Trainer and Trainee is a key to

successful training. It releases stress. Self confidence is also part of sense
of humor
17 / 56

Levels of transfiguration (transformation) for persons
A person would change if he or she receives an education and training program,
is called as transfiguration
1. Knowledge level : The amount of knowledge is increased. Or the person

gets to know what he or she did not know before
2. Skill level : The Person gets to be able to do what he or she could

not do before
3. Attitude level : Image or sensitivity for a thing is changed.

4. Value level: The person feels meaningful or becomes attached to what he
or she did not feel so or was not attached to before
5. Activity level : The pattern of activities of the person is changed with

these four elements when mixed together. 18 / 56

BASICS OF TRAINING
A Mutual Enlightenment
A Characteristics of Education and training
A Fundamentals for giving Training Purpose of training
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Mutual Enlightenment
Trainer
Trainee Trainee Trainee
Cross communication in all directions for ideas.

Future training should be based on “Mutual Enlightenment” where a Trainer plays
a role as a controller for smooth mutual information exchange, rather than a
“Teacher”
20 / 56

Characteristics of Education and Training
( How a Person learns something)
1. Learning based on Motivation

The stronger the Motivation for learning is, the better result is led to.
2. Learning based on Encouragement

A persons will to learn something is heightened if he or she is praised
3. Learning based on Practical Action

A person can learn something by taking practical action.
21 / 56

Characteristics of Education and Training
( How a Person learns something)
4. Learning by Repetition
The better results are led to by repetition of practice
5. Learning by Feedback
Feedback of the results enhances learning.
6. Learning by Observation and Imitation

A persons ability is developed by following the example of a superior or
senior person.
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Fundamentals of giving Training
1. Concentration of Attention
Motivate the interest while eliminating the anxiety and stress.
2. Arrangement of the environment

Prepare conditions for better and easier learning
3. Continuation of the success (Step by Step)

Accumulate experiences of satisfaction and achievement.
4. Limit of attention
Give instructions about one item at a time
5. Good use of the five senses

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Combine some of the five senses
Fundamentals of giving Training
6. Enhancement of the impression

Relate the education content with the recent experience to give a strong
impression.
7. Use of association of ideas

Relate the education content with the knowledge or experiences the trainees
have.
8. Practical use
Give practical examples in an actual way.
9. Repetition
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Repeat the content in a different way so that the trainees will not forget it
TRAINING PROCESS
A Preparation
A Orientation
A Practical Training
A Evaluation
A Re-arrangement
A Questionnaire
A Summation and Report
A Improvement
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Preparation
1. Training Guide
The training Guide should include the training purpose, data, place, outline of the
activity, participants list, trainers name, items to be brought. Note that telephone calls
should be avoided as much as possible during training.
2. Group Formation
Form groups in advance according to the purpose of the training.
3. Preparation of basic rules for management of the training

4. Preparation for training materials and instruments
Prepare everything necessary, check the instruments and tools to be used for training.
Learn thoroughly to use the instruments and tools
5. Preparation of place for the training activity

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Make a check of the place for the training activity in advance
Orientation of a Training Program
1. Make the participants sit down
2. If the seats are not reserved, make them sit down in order from the front seat
3. Mark the absence
4. Notify the rules for the management of the training program and precautions
5. Distribute reference material etc. which should be distributed in advance
6. If change is made to the training time schedule, room, content etc. let the
participants know it.
7. Notify that no outside telephone call is put on to any participant during training.
8. Ensure the method for taking lunch, tea, water etc.
9. Notify the rules and precautions regarding use of the training facility
10. Tell them how to inform the lecturer when something is wrong to their health
11. Tell them to return the stationery to the original place after using it.
27 / 56

Practical Training
1. Introduction
• Self Introduction of the Trainer i.e. Name, Section, Responsibility, Hopes
towards trainees etc.
• Self Introduction of the Trainees i.e. Name, Section, Responsibility, purpose of
taking part in the training etc.
• Explanation of the training schedule
2. Starting the Training
• Give training according to training schedule
3. Ending the training
• Ending of content for the day
• Check the education content necessary for the next days training
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Evaluation
1. Tests
• Evaluation should be done with a purpose and not to discriminate (measure the
educational effect by means of numerical values for better training.
• Tests can be Paper tests and Hands on tests
• About 45 minutes should be allocated for paper test and about 1 hour for practical
operation test, as a standard .
2. Summation of results
• The full mark for both kinds of tests should be 100 as a standard
3. Marking
• The Trainer itself should give marks for paper tests based on the model answers which
were prepared in advance and same for hands on test with marking table.
• Passing marks should be minimum 60, additional training to be given to a failing
trainee
4. Attitude during test
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Strict attitude against unfair action such as cheating .
Rearrangement ( 5S)
SEIRI (cleaning), SEITON (arrangement), SEISO (clean –up), SEIKETSU
(cleanliness) and SHITSUKE (discipline)
1. Everyday straightening-up of the training room
• The training should be over 10 minutes before the closing hour every day
• Instruct the trainees to clean and straighten up the desk and training room
2. Straightening-up of the training room on the final day
• When the machines used for the training are unnecessary after all the training
schedule is over, they should be returned to the original positions.
• Keep in mind to clean the room so that anyone who will use it next can use it
comfortably.
• If any problem is caused to the teaching material, etc. solve the problem until it
is used next.
30 / 56

Questionnaire ( For contents of Training and Trainer)
Purpose
Questionnaire is one of the effective means to know the degree of understanding.
Accept “real evaluation” for improvement of training activities or the Trainer.
2. How to questionnaire the Trainees
To get the “real evaluation” from the trainees, recommend them to enter their
opinions frankly irrespective of their contents being positive or negative. Clarify
that the questionnaire has no relation to their rating.
3. Control items
The most important item to be controlled is the “Degree of understanding” that
the trainees themselves feel. It is evaluated by points 1 to 5, and the target point
should be 3.8 or more
4. Policy
The Trainer should regard a training course as a product and a trainee as a
customer. The trainer should make continuous efforts for better training, aiming
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at “100 % satisfaction of the customers (trainees)”
Report
Purpose
Since the superior can not watch the training status constantly, the efforts made
by the trainer may not be understood by the superior unless a report is made.
2. Items to be entered in the report
Basically, 5W1H (when, where, who, what, why, how) should be entered so that
the senior can understand them easily. In the opinion column must include
problems, nuisances and their possible counter measures.
3. Due Date
It is recommended to make a report for the training activity immediately after
the training course is over (Advised to create a format for easier preparation).
4. Storage
Since the training activity reports include personal information such as
achievements results of each trainees, it should be securely kept.
The reports should be kept in files according to the year, subject etc. 32 / 56

Evaluation of Training program
Difference between Valuation and Evaluation
Valuation = What it is
Evaluation = What it should be against target
What is Training Evaluation

Training evaluation is the valuation and adjustment needed to achieve the objectives
of educational values.
It involves a series of activities to collect and analyze the data needed for effectively
carrying out training activities and to reflect them in training.
It includes clarifying the targets and determining, analyzing, judging and
interpreting the present condition 33 / 56

Purpose of Training Evaluation
1. To clarify the trainees’ extent of understanding
• To clarify the individual trainees extent of understanding
• To inform the trainees of the extent of his own progress
• To motivate the trainees to study
2. To confirm the extent up to training aims are achieved
• To clarify the difference between the aim and the present state
• To adjust the development of training in relation to the aim
3. To know the progress of Training
• To adjust the progress of the training
• To change and adjust the whole planning of training.
4. To know the adequacy of the planning of Training
• To examine effect and efficacy of the training, training method, Material, planning etc.
34 / 56

Kinds of Test Paper
1. True / False
2. Multiple Choice question Combination to be
3. Completion type decided as per target
4. Matching type
(Pre – test is also used for classification of trainees)
“ Skill can be judged by paper test, to be judged by Skill Test”
• Speed
• Workmanship + Safety & 5 “S”
• Precision
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Easy 3
1
4
Difficult
2
If Difficult questions comes first then the trainee will take more
time & would be nervous also
36 / 56

CONSIDERATIONS FOR
TRAINING
A Trainers Basic Skills
A Problems with Lectures
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(TRAINERS BASIC SKILLS)
1. To make the training flow well

• To move the training along and control it
• To give direction to thinking
• Proceed from outline to the detail
2. To deepen understanding (Pointing things out, breaking

things down, comparing things)
• To have the trainees develop their thinking
• In order to develop the trainees thinking give them questions that will make them
think.
• But this does not mean that you try to force answers from them
38 / 56

3. To clarify conclusions
• In the trainees own words (Have the trainees themselves give the conclusion)
• Practically and in detail
• While having the trainees think about the conclusion, sometimes give them hints
4. To pull trainees into the training

• Listen carefully to what the trainees says and encourage the trainees
• Respond to trainees statement by saying “ Thank you”
• Do not give one sided explanation (First check the facts, then bring the trainees to
the conclusion)
• Praise and encourage i.e. “ This is a good question”, “That is a good idea”, “Yes,
yes I understand”
39 / 56

5. To strengthen impressions
• Have the trainees learn from facts ( Since hypothetical lessons are hard to take in)
• Have the trainees understand experientially ( It is the trainees themselves who learn)
In addition general precautions

• Do not tease or embarrass trainees
• Do not trap trainees
• Do not treat trainees harshly
• Do not push ideas on trainees
• Do not use your authority to force your ideas on trainees
• Take care with your actions
40 / 56

Problems with Lectures
 Duplicate explanation
The Trainer just duplicate the explanation of the text or the other documents
 Too many quotes

Many of the quotes may have been enlightening for the trainer, but to the trainees they
mean that the trainer himself has few thoughts and opinions.
 Instruction
When people in high position speak, it easily becomes instruction. It would be OK if
they would just indicate their own opinions and explain the reason for them
 Self deprecation ( Low impression of Trainer / Light Attitude )

This occurs easily when an in company trainer does not have the self confidence to
place the correct distance between himself as the trainer and the trainees. 41 / 56

Problems with Lectures
 Derailing
The trainer speaks about whatever comes into mind, moving from one topic to
another. This can be quite playful and pleasant for the trainees, but is not appropriate
for a systematic training lecture. (Too much of derailing is not good, sometimes it is
OK to break monotony)
 Drunk on oneself
The trainer likes to listen to himself speak. The Trainer himself may think that
everything went well, but from the viewpoint of the trainees, it is clear that this is not
so. The trainees are left dissatisfied, feeling that they have been used.
 Showoffs
There are speakers for whom the tendency to show off is strong and they bring up
their own knowledge and thoughts more that necessary. For trainees, this is simply
annoying. 42 / 56

PREREQUISITES OF
EFFECTIVE TRAINING
A How to make Explanations Effective
A How to Speak and the Expression
A Appropriate Speaking Attitude
A Features of Trainees
A Influence
A The essentials of Effective thinking
A Word Usage Trainers Basic Skills

43 / 56

How to make Training Effective
1. Attention of the listener

• Ask questions
• Indicate the issue
• Mix in humor
2. Make the listener feel the need to know

• Emphasize the importance
• Make the listener feel that this problem, is close to them
44 / 56

How to make Training Effective
3. Present the theme

• Work from the known to the unknown
• Work from the abstract to the detailed.
• Pay attention to the sequential composition
• Always tie together with the final objective
4. Summarize
• Make the conclusion clear
• Tie together with actual problems
• Encourage the listener to act on what they have turned
45 / 56

How to speak The expression
1. It speaks by the concise 1. The first impression depends on an attitude. (greeting)
sentence.
2. Smile
• A feeling that it talks.
3. Stress (It is fine)
• It pays attention to the
4. Speed (announcer’s ¾)
technical term.
5. Interval (in time to think , the effect of the silence)
2. Speaker = listener (it is
equal) 6. Gesture
3. The removal of the noise. 7. Watching out (whole) (looking around to the participants).
4. Question (Without forgetting 8. Board writing
gratitude).
9. The emphasis of the important point.
5. Digression (A strain is
10. Reader (Engage participants in reading, but in order)
eased).
11. Teaching devices (material).
As for being important, the thing of whether intention was introduced to the partner
46 / 56
clearly (transfer all contents to trainees clearly).
[ Appropriate speaking-attitude ]
1. Posture  Relax your shoulder
 Deep Breath (remain calm)
 Stand up straight
 Be natural
2. Eye line  Look over a class before speaking
 Make eye contact with each trainee
 Softly (No Stare)
 Smile
3. Hands  Don’t stand your hands behind your back
 Correct the habit
 Put both hands down
 Give some gestures when needed 47 / 56

[ Appropriate speaking-attitude ]
4. Lower body  Put your weight on feet evenly
 Keep your feet flat on the floor
 Put power slightly on your lower belly (Natural)
5. Clothes  Wear appropriates
6. Habit  Know your habit (behavior). Specific disturbing actions

should not be repeated again and again.
 Know your habit (speaking). Don’t use words
repetitively
48 / 56

Features of Trainees
General attitude
1. Tend to have preconceived ideas
2. Tend to get tired easily
3. Tend to be influenced by the atmosphere
4. Have mixed feeling of wariness and affinity
5. Difficult to concentrate on the class all the time
49 / 56

Features of Trainees
Key to read trainee’s mind
1. What they are interested in/want to know
2. Capacity of understanding
3. Features Age : Ave./Oldest/Youngest
Gender / Position
Occupation , Business field,
Area
4. Speaking while observing

5. Pick up on the change of audience/atmosphere
50 / 56

[ Your attitude and face have a big influence ]
-Mehrabian
Spoken words
7%
38%
55%
Hearing Seeing
Tone of the words Attitude/Face
(sounds) (1st impression, impact) 51 / 56

The Essentials of Effective Thinking
1. Work from “what you know to what you do not know”.

a) Use the other person’s skills, experience, and background as the base.
b) Work hard to connect from the known to the unknown.
c) Proceed from the known to the unknown one step at a time; do not make
leaps.
d) Make connections from review of the previous lesson to the current lesson.
2. Center everything on the Trainees.

a) Grasp the other persons thinking.
b) Brining that thinking to the center.
c) Make the listener feel the need for studying.
d) Generate interest in the listeners.
e) Remove any barriers to learning.
52 / 56

The Essentials of Effective Thinking
3.Work from the abstract to the detailed.

a) Give an overall summary and targets and gain the agreement of the
listeners for them.
b) Give the mind of the listener an overall view.
c) Connect what the listener is now learning with the final objective.
d) Give an overall summary and show the degree of progress up till now.
4. Connect issues to studying.

a) Throw in problems from work sites.
b) Cites familiar problems.
c) Have the listeners tackle meaningful problems.
d) Do not make studying too easy or too hard.
e) Share the joy of success.
53 / 56

Word Usage
1. Use Easy-to-Understand words
Just because you do not use difficult words does not mean that you will be
taken for a fool. On the contrary people who speak understandably are
respected more.
2. Do not use Foreign-Language words unless necessary
Except for foreign-language words that are widely known, in principle it is

better not to use foreign-language words.
54 / 56

Word Usage
3. Do not use Specialized Terms without explanation.

Even if you are accustomed to specialized terms and abbreviations, the listener
may not understand them. Either rephrase in generally understood words or
explain the term concretely before using it.
CD- compact disc, cash dispenser, cost down, etc Use easy-to-understand
works
4. Avoid the Latest Slang.

Just because slang (short words / nick words) is popular, does not mean that all
your listeners will understand it. Also , care is required because even if such
slang makes your talk more interesting at the time , ultimately it reduces the
quality of your talk.
55 / 56

Thank You
56 / 56

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5. Considerations for Training 37 - 42

6. Pre-requisites of Effective Training 43 - 55

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Skill Enhancement or Not

By way of Practice + Mind (Knowledge)

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Training = Human Development 5 / 56

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

Targeted for Youth

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© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

3. Problem Solution based on the Person’s ability or will to work : If a

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

• Achieve 100 % credibility by using your technical skills which lead to

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

• Good human relationship between the Trainer and Trainee is a key to

© Subros Limited. All rights reserved

1. Knowledge level : The amount of knowledge is increased. Or the person

2. Skill level : The Person gets to be able to do what he or she could

3. Attitude level : Image or sensitivity for a thing is changed.

5. Activity level : The pattern of activities of the person is changed with

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

Trainee Trainee Trainee

Cross communication in all directions for ideas.

© Subros Limited. All rights reserved

1. Learning based on Motivation

2. Learning based on Encouragement

3. Learning based on Practical Action

© Subros Limited. All rights reserved

6. Learning by Observation and Imitation

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2. Arrangement of the environment

3. Continuation of the success (Step by Step)

5. Good use of the five senses

6. Enhancement of the impression

7. Use of association of ideas

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3. Preparation of basic rules for management of the training

5. Preparation of place for the training activity

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

Evaluation = What it should be against target

What is Training Evaluation

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© Subros Limited. All rights reserved

“ Skill can be judged by paper test, to be judged by Skill Test”

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved

© Subros Limited. All rights reserved