A Resource Kit for Corporate Trainers and Facilitators. This will provide you with critical information on how to succeed with your training sessions. Set up in a menu format for easy comprehension, this series will go a long way towards helping you learn new things and brush up on what you already know. Please leave a comment if you want more of these videos or if you want to learn something specific; we will gladly oblige.
From India, Calcutta
2From India, Calcutta
Dear Mr Ranjeet Philips,
A very good compilation of employee training. It is of immense value to the upcoming trainers.
However, I wish to important points were added to the presentation. The first one is about ROI on training. Though there are references to the Kirk Patrick model and other models of evaluation, I wish a little more light could have been thrown into the measurement part of the training. Conducting training is not a big thing. The essence of training lies in its measurement.
The second thing is about the role of the learners. The whole presentation revolves around the trainer. However, what is the role of the learners? What is their accountability?
The training programme should be neither trainer-centric nor learner-centric but organisation-centric. We conduct the training in the interest of the organisation. Serving the interests of the organisation cannot be the sole responsibility of a trainer. In fact, the learners have a far greater responsibility in the implementation of learning.
A 1-day or 2-day corporate training does not make any big change. However, it acts as a trigger to change. The change process starts with training. However, what if the learners are not attentive? What if they are disturbed by their boss frequently? During the training, what if they are required to attend an important meeting with the client or a supplier? Under such circumstances, will the learners be able to concentrate? Of course, not!
The training programme is not an end in itself. It is just a medium. Therefore, before organising the training programme, the organisers should be absolutely clear on why the training is conducted, for whom it is being conducted, what is going to be achieved through the training, who will implement the learning, when the implementation of learning will be checked, how will it be checked, and who will be held accountable if the implementation of learning is not satisfactory? Clarity on these questions will shift the focus from a personality of a trainer or the training tools used by the trainer to the organisation's requirements.
Employee training is supposed to be a far more serious business. Employee training may have fun but employee training itself is not fun. Nevertheless, nowadays it is more remembered for the activities done during the training and the effects of the training starts wearing off as the training programme ends!
Thanks,
Dinesh Divekar
From India, Bangalore
A very good compilation of employee training. It is of immense value to the upcoming trainers.
However, I wish to important points were added to the presentation. The first one is about ROI on training. Though there are references to the Kirk Patrick model and other models of evaluation, I wish a little more light could have been thrown into the measurement part of the training. Conducting training is not a big thing. The essence of training lies in its measurement.
The second thing is about the role of the learners. The whole presentation revolves around the trainer. However, what is the role of the learners? What is their accountability?
The training programme should be neither trainer-centric nor learner-centric but organisation-centric. We conduct the training in the interest of the organisation. Serving the interests of the organisation cannot be the sole responsibility of a trainer. In fact, the learners have a far greater responsibility in the implementation of learning.
A 1-day or 2-day corporate training does not make any big change. However, it acts as a trigger to change. The change process starts with training. However, what if the learners are not attentive? What if they are disturbed by their boss frequently? During the training, what if they are required to attend an important meeting with the client or a supplier? Under such circumstances, will the learners be able to concentrate? Of course, not!
The training programme is not an end in itself. It is just a medium. Therefore, before organising the training programme, the organisers should be absolutely clear on why the training is conducted, for whom it is being conducted, what is going to be achieved through the training, who will implement the learning, when the implementation of learning will be checked, how will it be checked, and who will be held accountable if the implementation of learning is not satisfactory? Clarity on these questions will shift the focus from a personality of a trainer or the training tools used by the trainer to the organisation's requirements.
Employee training is supposed to be a far more serious business. Employee training may have fun but employee training itself is not fun. Nevertheless, nowadays it is more remembered for the activities done during the training and the effects of the training starts wearing off as the training programme ends!
Thanks,
Dinesh Divekar
From India, Bangalore
very good tool kit. I would like to know the videos available and you can email me @b.ravichandiran17@gmail.com Thanks.
From India, Ernakulam
From India, Ernakulam
Ravi,
If you read through to the end of the toolkit there are details regarding contacting the company for pricing and questions on their training and materials.
Reach out
Send us an email at
and we will get back to you as soon as possible!
From Australia, Melbourne
If you read through to the end of the toolkit there are details regarding contacting the company for pricing and questions on their training and materials.
Reach out
Send us an email at
From Australia, Melbourne
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