New to Training? Seeking Guidance on Crafting Your First Training Plan

Hi All, I have just started my career in training. I would like to know the basic steps to start with the training plan:

Steps to Execute Training

1. How to execute training
2. What to keep in mind
3. How should I start preparing the material and things like that.

If anybody can help me with this, you can also email me at [Email Removed For Privacy Reasons].

Thanks,

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.

Emphasis on Practical Learning

In training, the emphasis is on making the learning as practical as possible. 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.

Preparation and Planning

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

I am interested in taking up training and development as a career. Can anybody suggest a good institute in Pune where I can enroll in a Train the Trainer program?

Thanks,
Prachi

Same here. Even I would like to go for a Trainer Program. It would be great if you guys could help me out with some institutes in Mumbai.

Regards,
Rupali Dutta

Hi Anisha Singh,

How to start training?

My suggestion is:
Step 1 - Firstly, you should make a synopsis about the training.
Then determine exactly what you want to do.
Make a questionnaire about the field for which you want to undergo training.

Thank you,
Chhagan Meena
Email: emailchhaganlal.meena@spsu.in / dashingsajan@gmail.com

I just want to add to what Act has advised. I noticed while working in the field of training and development that the most important thing a training recipient looks at when seeking training is as follows:

• The main objective of the training course
• What is the training content
• What the trainee is going to learn from the program delivered
• The skills the trainee is going to develop
• How much of the knowledge obtained during the training session is going to be applicable to the learning environment
• Whether the organization paying for the trainee to attend this program would like to see a Return On Investment or they will not deal with you again.

Ensure Effective Training Sessions

So when you are running a training session, make sure that:

• The information you are trying to communicate can be applied in real life.
• You have enough theoretical evidence, like reports and research, to back up what you say.
• Make your training session more dynamic, i.e., let trainees interact; don't make it a lecture.
• Go in with a mindset that you are transferring knowledge and that you are also going to learn something from your trainees.

Would you like to receive some insights on the use of music in training, especially in a stress management program? How can we encourage participants to recognize the importance of listening to music to bring peace and calm into their lives?

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

Well, it's not clear from your message what kind of training you are into and who your target audience is. The training delivery would certainly depend on the target audience, their rank, and profile, etc. (Such as corporate executives, students, etc.) I agree with most of them to attend a train-the-trainer program, 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, you need to introduce yourself and run through the contents of the program. Highlight the benefits of the program and also how it adds value to the person for their livelihood.

2. Then you need to use icebreakers to get the introduction of the target group. Icebreakers are the ones that attempt 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, dress code, discipline, use of mobile phones, etc., as the case may be.

Through the icebreaking method of introduction, you will be able to almost remember everybody'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 their goals, ambitions in life, etc.

4. Your delivery methodology must be of a trainer and not as a teacher (Teachers adapt Instructor-led methodology). You are training them and not instructing them. For example, if I provide you a book on how to drive a car, will you be able to drive after reading through the book? What makes a good driver is the training from the driving school, wherein the school provides you with a hands-on experience. They do not teach you theoretically.

5. Introduce 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 they were to the answer or how far. This will ensure a lot of interaction from the group.

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

7. Keep a tab on the body language, their behavior, the interest to learn, etc., and accordingly ask them questions. Make them come on the stage and discuss the 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 in knowing more, and I shall keep posting you accordingly.

Warm Regards,

Raghavendra P. Girimaji

Training for Present and Future Needs

Training can be provided to address present problems (to enhance KSA as required) or for future needs (introducing new software in the organization). It depends on the organization type. If you are in education, then the training has to be more basic because the training syllabus is already designed. But if you are in a more practical organization, then you first have to conduct a training needs analysis. The simplest way to do that is by getting in touch with the department heads and understanding the present and past issues related to employees in the organization. You can also check previous records to see in which areas training was provided before. Additionally, you can check the training needs by auditing if your organization allows you to do so.

Once you are clear about the problematic areas, you have to determine whether training can be provided to solve the problem, as there can be both training and non-training needs for the problem.

Defining Objectives and Developing Content

After identifying the training needs to solve the problem, define the problem and the objectives of your training. Determine what objectives you want to fulfill after conducting the training in line with the organization's policies. Try to set learning needs that will give trainees a brief idea of what they will learn from the training.

Develop content related to the objectives of the training and the problem. If you are a subject matter expert, you can develop content from your own knowledge. If not, you can seek help from the internet, journals, books, and most importantly, SOPs of the organization. Incorporate visual effects and pictures to make the content more interesting.

Consult the department heads for the relevance of the content once it is developed. When approved, decide on the venue for training and the trainer. Prepare handouts for trainees if necessary.

Approval and Scheduling

Obtain approval from management and make further decisions based on the time and the organization's training budget. Deciding on the time for training is crucial; it can be scheduled either after the shift of the trainees or on their off days, depending on your organization's policy.

Conduct the training session and ensure it is interactive by asking relevant questions related to the organization or job profile.

Training Evaluation

Training evaluation consists of two phases: during and post-evaluation. Assess the training relevance during the training to gauge how well the training is going and how much the trainees are understanding. Post-evaluation occurs after training to evaluate the effectiveness and impact of the training, which can be done through questionnaires.

Remember, TNA is a crucial step as it helps you identify training needs; if it goes wrong, all training will be useless. Align the module with the organization's policies, procedures, budget, and most importantly, SOPs.

Thank you, Anisha, for allowing me to gather this information for you in a short span of time.

Enjoy, take care, and see you soon.

Types of Training

Thanks for initiating training because now, through you, people will learn to act and behave well in their lives.

There are basically two types of training: technical (related to operations) and non-technical (related to non-operational fields).

So, first, you need to conduct audits in departments to check if the operations align with your organization's standards or consult HODs where the department lacks people. Through this, you can identify operational topics. Another way is, if you have just joined, to proceed with SOP training for employees of their respective departments. This will help new employees understand company standards, and for existing employees, it will serve as a refresher training.

Non-technical training related to customer services, behavioral aspects, soft skills, and communication should be conducted regularly.

Now, by organizing both technical and non-technical training, you can plan your organization's monthly training calendar.

There is another aspect to training where it can be planned, also known as recognized (as I mentioned to identify both technical and non-technical training).

The second type of training can be unplanned or requested, where the topic will not be decided in advance. This type of training can be requested suddenly due to major faults, changes in standards or products, emergencies, or other reasons.

Thank you, and I hope that God and your company's people will support you.

Regards,
Gautam Anand.