TRAIN THE TRAINER KỸ NĂNG HUẤN LUYỆN CHUYÊN NGHIỆP

Training objectives
To train all in house trainers, on following topics:
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Part I - Meaning and importance of competencies
Part II - Purpose of a training
Part III - Systematic training model/process
Part IV - Presentation Skills
Part V - Factors that leads to a poor training

So that
1. they can impart the trainings in a effective and efficient
manner.
2. the people they train will not only enjoy their training but
go away with the knowledge they need.


What is our purpose in the organization?

-To perform assigned job/work.
And to perform assigned job, we should have some
competencies that are required to perform that job.

Competence (or competency) is the ability of an individual
to do a job properly.

Competence

Skill

Knowledge

Aptitude

Attitude


Skill
“Skill is used to denote expertise developed in the course of
training and experience.”
Skill is acquired and therefore has to be learned.
For example skilled labour has expertise in their domain of
work i.e. a mason, carpenter, black smith; electrician etc
knows how to fix a problem because of his vast experience
and training.



Knowledge
“Knowledge is a set of facts and principles needed to address
problems and issues in particular job”

It is the theoretical and practical understanding of a subject.
So a skilled worker may have very good expertise (Practical
Skill) in his job but may not have theoretical understanding in

detail.



Abilities/Aptitude
Abilities are things that you are naturally good at, you may get
better at it with practice.
Some people tend to be good at math; other people tend to be
very artistic and creative. Chances of success multiplies when
we chose a field of our aptitude.


Try to find your “flow” or Passion, chances of success
multiplies when you peruse your passion.

Throughout history, people had little need to know
their strengths. A person was born into a position and
a line of work: the peasant's son would also be a
peasant; the artisan's daughter, an artisan's wife, and
so on. But now people have choices. We need to
know our strengths in order to know where we
belong.


Attitude
An attitude can be defined as a positive or negative
evaluation of people, objects, event, activities, ideas, or just
about anything in your environment.
So it is a way of thinking or behaving.
“You can complain because roses have thorns, or you can

rejoice because thorns have roses”.


Two seeds lay side by side in the fertile soil.
The first seed said, "I want to grow! I want to send my
roots deep into the soil beneath me, and thrust my
sprouts through the earth's crust above me ... I want
to unfurl my tender buds like banners to announce
the arrival of spring ... I want to feel the warmth of
the sun on my face and the blessing of the morning
dew on my petals!“

And so she grew...


The second seed said, "Hmmmm. If I send my roots
into the ground below, I don't know what I will
encounter in the dark. If I push my way through the
hard soil above me I may damage my delicate sprouts
... what if I let my buds open and a snail tries to eat
them? And if I were to open my blossoms, a small
child may pull me from the ground. No, it is much
better for me to wait until it is safe."

And so she waited...


A yard hen scratching around in the early spring
ground for food found the waiting seed and promptly
ate it.

Behavioral Ice berg model


Ice berg
We know that an iceberg
has only 10 percent of its
total mass above the water
while 90 percent of it is
underwater. But that 90
percent is what the ocean
currents act on and what
creates
the
icebergs
behavior at its tip.


Our performance at work can be looked into same way.
Tip of the ice berg is our observable behavior/performance
which is an outcome of 90% of its which is under water.
That 90% represents our competencies.

That means our observable behavior/performance is the
product of/outcome of our competencies.


Behavioral Ice berg model
Observable

Behavior

Competencies

Aptitudes
Attitudes / Traits
Skills
Knowledge


Importance of competencies


Recap of part I
• Our purpose in the organization is to perform our duties in best
way.
• To perform our duties, we should have some competencies.
• Competencies are a combination of skill, knowledge, attitude and
aptitude.
• Skill is developed with experience and training.
• Knowledge is the theoretical understanding of the subject, its
principals and facts.
• Aptitude is innate abilities that one is naturally good at.
• Attitude is way of thinking or behaving.
• Persons observable behavior is a out come of his competencies.
• So if person have good competencies, his behavior or his
performance at work will also be good.


Purpose of a training

Purpose of a training
We live in a rapidly changing
world – Technology, customer
needs, legislations, lifestyles etc.
are few.
Because of this, required
competencies
for
good
performance also keep on
changing.
So training helps to bridge the
gap between existing and desired
competencies.


Training?

Existing
• Skills
• Knowledge
• Attitudes

Training helps to
bridge the gap

Required
• Skills

• Knowledge
• Attitudes


What is a systematic training model?


Training Process : ADDIE Model
Analysis
Determine goal, objective and need of training.

Design
Creating a road map for accomplishing the goals and objectives.

Development
Develop and create the elements laid out in design stage

Implementation
Deploying the training

Evaluate
Measuring whether the training works and goal have been achieved