How Can We Expand Our Internal Trainer Pool to Cut Costs? Let's Share Ideas and Practices

Hi, while I was searching for material on Training and Development on the site, I noticed that internal training has not been spoken about in great detail. I thought of starting a discussion wherein some aspects of internal training could be discussed, and best practices can also be shared.

Increasing the Pool of Internal Trainers

To begin with, we could start discussing how the pool of internal trainers can be increased in an organization to reduce costs. At the onset, the "Train the Trainers" program is what comes to my mind. What do other professionals think about it?

Process of Selecting Internal Trainers

Secondly, what can be the process of selecting internal trainers?

I request all of you to post your thoughts and share some practices so that all of us can learn more about the topic.

Firstly, I must say that it's a good recommendation and a fresh post! In my opinion, the process for selecting internal trainers could depend on the following measures:

1. Knowledge about the work
2. Creative & Innovative Thinking
3. Presentation Skills
4. People Skills & Popularity among others
5. Excellent Command of English and Local Languages

There could be many more tools that the company can consider before selecting them.

Many Thanks & Regards,
Deepak Obhan

Following the points posted by Deepak, you can create a Trainer Nomination Form and issue it to Department Heads for them to choose the internal trainer from each of their departments. Additionally, HR can also advise and liaise with the Department Head to identify people who have potential.

Many Department Heads nominate their managers or supervisors for this task. This could prove incorrect as they may not have the potential to train. Ideally, selecting line staff who have the potential to train fits best. Incentivizing the Train The Trainer workshop by paying extra for the selected trainers helps boost line staff morale. They also come in the eyes of the management for staff development activities and are your future supervisors.

Thank you

Selecting Internal Trainers

Trainers can be selected from the experienced engineers or managers available in the organization. Preparing a lesson plan for training, imparting training, and obtaining feedback from the trainees are essential steps. Finally, evaluate the feedback received by senior executives and prepare a list of trainers.

Regards,
Ramanarao

Dear Ms. Caieta, While I was searching for material on Training and Development on the site, I noticed that internal training has not been discussed in great detail. I thought of starting a discussion where some aspects of internal training could be explored, and best practices could be shared.

Increasing the Pool of Internal Trainers

To begin with, we could discuss how the pool of internal trainers can be increased in an organization to reduce costs. One approach that comes to mind is the "Train the Trainers" program. What do other professionals think about this?

Process for Selecting Internal Trainers

Secondly, what should be the process for selecting internal trainers?

I request all of you to share your thoughts and best practices so that we can all learn more about this topic.

Regards, Caieta

To support your query, kindly let me know on what topics you wish to train your employees. Internal trainers are exclusively hired to meet organizations' Training Needs Analysis (TNA) on a broader spectrum, as they have experience in training employees on various topics/modules, similar to the way I do.

Training employees is a continuous process, and internal training programs are often conducted to bridge the skill gap.

With profound regards,

Abdul, I am looking to train employees in both functional and non-functional (soft skills) areas. Hence, in the case of internal training, what becomes important is how the trainers are selected or what certification process is followed. In cases where the trainer is from a non-HR department, what is the selection process, and what is the structure of their incentive? In your case as an internal trainer, are you in HR?

Trainers can be selected from the experienced engineers/managers available in the organization. Preparing a lesson plan for training, imparting training, and obtaining feedback from the trainees is essential. Finally, evaluate the feedback received by senior executives and prepare a list of trainers.

While I agree that experienced managers can be taken as trainees, what is the process of certification followed for them regarding their training and their growth as a trainer?

Regards,
Ramanarao

Sarang and Deepak,

While I agree that both of you have valid points regarding the nomination and skill set of internal trainers, my query is still unresolved. Nomination by managers is agreeable. However, as mentioned, not all of the nominees may be able to deliver, even though they possess the knowledge.

Certification Process for Internal Trainers

Considering the skill sets mentioned, what do you think are the different processes or a certification process that the selection committee or even the L&D team can follow to confirm that the nominee can now be an internal trainer too?

Regards,
Caieta

Internal trainers need to be developed. Employees with subject/area specialization (knowledge), experience, and a passion for training can be trained in presentation, communication, and other requisite aspects through a [Train the Trainer] program. Instead of a formal training environment, they could initially provide training on-the-job or on the shop floor. Once they can articulate better, they can address more employees.

An excellence team can be formed, comprising such volunteers and a senior mentor, to begin with.

Regards

Caieta, I have personally certified around 100 internal trainees into trainers and have a 2-day Train The Trainer session for that. I wouldn't know how to share that with you unless you see me doing that. Let me know what is the best way we can bridge the gap.

Regards,
Sarang

Dear Ms. Caieta,

Most organizations hire trainers with a minimum experience in soft skills. They may come from an HR background or have sufficient experience, but training should be their passion; it should be in their blood. Certifications can be considered an added advantage only.

Selection Process for Trainers

The selection process of trainers is similar to hiring faculty (college or school), where one has to demonstrate their skills:

• Communication skills
• Presentation skills
• Convincing skills
• Conversing skills
• Command of language

Besides, in-depth knowledge in all modules pertaining to soft skills is essential. Most trainers get themselves trained by delivering presentations, which is a continuous self-development process.

For trainers, growth is proportional to the knowledge they have gained and demonstrated. Most trainers end up managing or heading the employee training and development department. Only an experienced trainer can evaluate another trainer, but then, there will be tough competition between two wise individuals.

There is a demand for trainers playing multiple roles. If any trainer's demands are not met, they will start promoting themselves as freelancers.

Please do let me know about your organization and your requirement for a soft skills trainer.

With profound regards