HR Management is righly pre-occupied with training.

Training people relies heavily on communications but because we have communicated all our lives we sometimes take it for granted and assume we are good at it. The trainer having subject knowledge is key but communicating that knowledge to satisfy the needs of others and in a way that sustains their interest, fires their imagination, motivates and enthuses constitutes the main trainer challenge.

This is a modulise training the trainer programme presented over a 4 week period for trainers or instructors who have not received any formal training in training skills.

We can customise training the trainer courses

Programme Introduction

This HR management training the trainer programme takes a systematic approach.

For instructors the HR management programme starts with job break down into its component tasks. Each task is then the subject of explanation, instruction and practice during the training.

For trainers the HR management programme starts by examining how training needs are identified, this will include an overview of performance review and development systems.

The second step is to specify the learning objectives . Specific objectives help when considering how to deliver the training and provide a benchmark for performance assessment . This will result in the establishment of personal development portfolios to underpin the learning process and its application within the workplace.

The third step is learning design , preparing materials, planning learning sessions and organising training resources and the learning environment.

The fourth step is learning delivery using appropriate learning methods and learning styles . This must provide for all participants to be actively involved and for feedback.

The final step is to review and evaluate both the training sessions and participant performance.

Throughout this HR management training the trainer programme participants:

• are given opportunity to instruct on a one-to-one basis
• will deliver mini presentations
• will manage mini training sessions
• are invited to share views, issues and concerns and to create a forum for help and advice

This will be subject to review and feedback and will consolidate participants thinking about HOW people learn, the importance of planning and preparation in the learning process and will give them an insight into their own personal communication style and also how they learn. Whether one-to-one or one-to-many training sessions are delivered in addition to establishing needs, and planning and preparing events the key to successful learning is communication. Participants themselves will lead discussion groups on communication definition, qualities, context, objectives, results, purpose, planning, structure, and language to ensure that communications are clear, concise, unambiguous, meaningful and relevant.

Participants will soon realise that for communications to be effective the communicator needs to focus on individual recipient needs, engage in two way exchanges, use questioning and active listening skills, mirroring and perception checking techniques, etc., to eliminate barriers and misinterpretation, and promote understanding.

During participants mini presentations and training sessions participants will subsequently be encouraged to explore the relevance of subject knowledge, topic interest, audience enthusiasm, skill in delivery, use of challenging methods, learning style, objectives accomplishment, structure and preparation, and in particular the role of humour. The feedback that is given will also include the value and use of visual aids, audience management, staging etc.