Hr & Administration Specialist
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Hi All
I have just started my career in training. I would like to know the basic step to start with the training plan.
1.How to execute training
2.What all to keep in mind
3.How shld I start preparing the material & things like that.
If any body can help me with this. You can also mail me on .
29th March 2010 From India, Jaipur
Hi Anisha

First of all congratulations on choosing Training as a career option.

I presume you have some expertise in the subjects that you propose to take the training in. It would be very beneficial if you attend a Train The Trainer program from a good training institute before you take up assignments.

In training the emphasis is on making the learning as practical as possible and hence the programs must incorporate lots of activities be it games, case studies, demonstrations etc. Get participants involved in the program. Do not make a training session a lecture where the trainer speaks and the participants only listen.

Read extensively on the topic. Plan a day long schedule. Write down the training objectives and how the learning from the training can be applied by the participants. For all activities that supplement the program ensure you are prepared for the debriefing and learning points from the activity.

I would also urge you to attend a couple of training programs conducted by other experts and you will learn from their styles, contents and expertise.

Best Wishes
29th March 2010 From India, Mumbai
I am interested in taking up training & Development as a career. Can anybody suggest me good institute in Pune where I can take up Train the Trainer program. Thanks Prachi
29th March 2010 From India
same here .........evn i vud like 2 go for a Trainer Program........ It would be great if you guys could help me out with some Institutes in MUMBAI... Regards, Rupali Dutta
29th March 2010 From India, Mumbai
Hi Anisha,
I am a Training Manager at Guwahati. A 3 day 'Train The Trainer (T3)' Program is going to be conducted here on April,2010. I think through this program, you can gain a lot of skills & expertise in relation to training.
You can contact me for further details.....
mobile: +919613002300
29th March 2010 From India, Mathura
hi anisha sing.
How to start traning?
MY suggetion is.
step 1-firstly u would make the synopsis about the traning.
then determine what exectly u want to do.
make the quetionary about field which u want go for traning.
chhagan meena.

29th March 2010 From India, Delhi
I just want to add to what Act has advised I noticed while working in the field of training & development that most important thing a training recipient look at when looking for training is the following:

•The Main objective of the training course

•What is the training content

•What is the trainee going to learn from the program delivered

•What are the sills the trainees is going to develop

•How much of the knowledge obtaining during the training session is going to be applicable to the learning environment

•And the organization paying for the trainee to attend this program would like to see Return On Investment or they will not deal with you again.

So when you running a training session make sure that

•The information your trying to communicate can be applied in real life.

•You have enough theoretic evidence like reports & researches you back up what you say.

•Make your training session more dynamic i.e. let trainees interact don’t make it as a lecture

•Go with a mind set that your transferring knowledge and your also going to learn something from your trainees
30th March 2010 From Oman, Muscat
Would like to have some inputs on Use of Music in training- Esp a stress management program? How to instill in participants necessity to listen to music to bring peace and calm in their lives
30th March 2010 From United Arab Emirates, Dubai
1st of All I am thankful to Anisha for raising this Question. Secondly to Mr. B Jacob, Mr. M R S Sastry & Mr. Mohnan for their generous contributions.
30th March 2010 From Pakistan
Hi Anisha,

At the outset, it's good to know the choice you have made. It's indeed challenging, as i am also a tariner. I encounter a lot of challenges everyday during my training sessions. Each day is an experience of its kind, and i am really enjoying it.

Well, its not clear from your message what kind of training that you are into, and who is your target audience. The training delivery would certainly depend on the the target audience, there rank and profile etc. (Such as corporate executives, students etc)I agree with most of them to attend a train the trainer programme, as i have myself attended one. Apart from all this here are a few things that you need to keep in mind.

1. On the first session, needless to say, that you need to introduce yourself, and run through the contents of the programme. Highlight the benefits of the programme, and also how it value adds the person for his livelyhood.

2. Then you need to use the icebreakers to get the introduction of the target group. Icebreakers are the one which attempts to break the initial hesitation between yourself and the target group. I shall be able to assist you with some specific icebreakers required for the purpose. Also set the ground rules, such as punctuality, dresscode, discipline, use of mobilephones etc as the case may be.

Through the icebraeking method of introduction, you will be able to almost remember everbody's name, which is vital for any trainer.

3. Always do not jump into the topic in the very first session. Know each other better in a fun way.(There are many ways of doing it). Get to know about there goals ambitions in life etc.

4. Your delivery methodology must be of a trainer and not as a teacher (Teachers adapt Instructor led methodogy). You are training them and not instructing them. Eg. If i provide you a book on how to drive a car, will you be able drive after reading throgh the book. What makes a good driver is the training from the driving school, wherein the school provides you a hands on experience. He does not teach you theoritically.

5. Introduce about the concepts on the topic, and see how you can provide a practical approach for the same. Always try to derive from the group. Do not provide all the knowledge by yourself, and finally arrive at how close were they from the answer or how far. This will ensure a lot of interaction from the group.

6. Use games, drills, roleplays, video clippings, demonstrations, group discussions etc which makes the sessions very lively. Also quote a lot of industry examples.

7. Keep a tab on the bodylanguage, there behaviour, the interest to learn, etc, and accordingly shoot them questions. Make them come on the stage and discuss the about topic, etc.

8. Start the next session by making someone summarize the previous session, about the assignments if you have given any.

Let me know your interest to know more, and i shall keep posting you accordingly.

Warm Regards,

Raghavendra P. Girimaji
30th March 2010 From India, Bangalore
Re: Communication skill development_grammar part
U must start with yr back ground, as brief as possible, in context with the topic u r gng to talk about. U must focus on the possible outcomes of the seminar or the result part participants are gng to get out of the seminar/ppt so that their attention can be drawn.
Go without any stresses...just enjoy it so that audience can feel the energy and flow of this...
30th March 2010 From India, Ghaziabad
Dear Anisha,

Train can beprovided to deal with present problemz(to enhance KSA as required) or for future needs (introducin a new software in the organization)

It depends on organization type.

If you are into education then the training has to be more basic because the training syllaby is already designed but if you are into more practical organization then first of all you have to conduct training need analysis .the simplest way to do that is by getin in touch wth the departmental heads and knowin the present and past issues related to employees in the organization you can also check previous records as in for which related areas training was provided to the people. you can also check the training needs by auditin if your organization allows you to do that.

once you are clear about the problematic area then you have to judge whether training can be provided to solve the problem or not becauz there can be both trainin and non -trainin needs for the problem.

Once you come to know that there are trainin needs to sought out the problem define the problem and the objective of your training that what objective you want to fullfil after conductin the training in par with the organization policies . try also to set learning needs which will give brief to the traineez that what they will learn from the trainin.

Now try to develope contents related to the objective3 of the training and the problem .If you are matter expert you can develope contents from your side only because you have the knowledge but if you are not matter expert then take help of inernet,journals books most important SOP'S of the organization. Try to put in some visual effects andc pictures to make it more interestin.

once you have developed the contents try to consult the departmental heads for the relevance of contents.

when it is approved decide the venue for training and the trainer.

get ready with the handouts for trainees if any.

get approval from the management and decide further thinz on the basis of the time and organizationz trainin budget.

decidin the time for trainin payz crucial role as in there are two possible ways eithr the time for training can be after the shift of the trainees or on there off dayz this you have to decide as per your organisation policy.

conduct the training and try to make it more interactive by askin questiuons which are more relevant related to the organizatioin or job profile.

evaluation of trainin has two phases durin and post evaluation.

judge the trainin relevance durin trainin that howz the training goin and how much are the trainz understanin you will come to know bout that by there participation.

Post eve3luation will happen after trainin to judge the effectivenz and impact of trainin this you can do by judin trainz on basis of questionnaire.


TNA is the most crucial step because it helpz you to identify training need if it will go wron all trainin will be uselez.

Try to set the module in par with the organizationz policies,procedures,budget and most important SOPz.

So thanz Anisha this was somthin which i can gather in a short span of time for you.

enjoy takecare cya.
31st March 2010 From India, Delhi
Dear Ms.Singh,

Greetings of the day!!

Thanks for getting in trainin because now through u people will learn to act and behave good in thr livz.

There are basically two types of traininz technical(related to operations) and non technical(related to non-operational fiels).

So first you need to do audits in departments to check the operations in line with ur organisation standards or consult HOD's wherein the department people are lackin.Through this you can get the operational topics or other way is if you have just joined in just go on for SOP training for employees of thr respective departments this will help freshers also to know company standards and for old and workin in employees it will be as a refresher training.
Rest non-technical training related to customer services,behavioural,soft skills and communication will be good to be conducted regularly.

Now this technical and non-technical will help you to plan your organizations monthly training calendar.

There is one more go for training either the training can be planned also called in recognized(the ways I mentioned to idetify both technical and non-technical training).

Second training can be un-planned or requested, topic for which won't be decided or known before which is infact requested at sudden due to some major faults,change in standards or products,emergency,request etc.

Ya so thanks thatz all hope god and your company people will help you on.

Gautam Anand.

26th March 2011 From India, Delhi
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