HS-101: Train The Trainer Certification

PLAN for adult learning session with high impact by

• Understanding the learning styles of the participants,
• Matching the instructing styles preferences of trainers accordingly,
• Applying them constructively in training situations.

PERFORM fundamental training needs identification to determine relevant training interventions by

• Understanding the concept and scope of TNA,
• Understanding the qualitative and quantitative methods of data gathering,
• Designing and administering data gathering instruments for performance gap analysis,
• Reporting TNA findings at organizational, departmental and individual levels,
• Identifying target participants for appropriate training course to TNA report findings.

DESIGN a competency based training course and to develop a structured and practical training session plan by

• Writing training rationale to learning objectives and learning outcomes,
• Interpreting the TNA findings to workplace standards,
• Identifying training topics for developing training contents,
• Selecting appropriate training methods,
• Developing training resources.

CONDUCT competency based training course and to deliver an effective and impactful training session by

• Preparing session plan,
• Applying presentation skills,
• Promoting learning,
• Facilitating training activities,
• Providing learning support,
• Coordinating training arrangements

ASSESS participant’s competency and to conduct workplace assessment to evaluate training effectiveness by

• Planning participant’s assessment,
• Preparing knowledge assessment tools,
• Preparing skills assessment checklist,
• Conducting knowledge assessment,
• Preparing assessment report

Module 1: Plan Adult Learning

The characteristics of a competent trainer to plan for adult learning sessions.

• Demonstrate the attitude and behavior that project characteristics of an effective trainer
• Apply the differences between teaching and learning as well as learning styles

Understand and discuss the characteristics of a competent trainer.

• Identify participant’s learning objective
• Identify participant’s learning styles
• Determine adult learning approaches

Application of Carl Rogers’ Self-Concept Theory in adult learning session.

Understand ethical practices of training. Understand the importance of trainer as a reflective individual.

Module 2: Conduct Training Needs Analysis (TNA)

Describe the process of TNA and apply this process to real life training situations
The Scope of Training Needs Analysis

• Organisational Analysis
• Occupational Analysis
• Individual Analysis

The Training Needs Analysis Process

• Determine data gathering methods
• Perform gap analysis
• Report TNA findings

The Training Needs Analysis Methods

Module 3: Develop & Design Competency BasedTraining Programmes

Understand competency and workplace standards.
Determine overall programme requirements.

• Objectives of the programme,
• Entry level,
• Prerequisites,
• Trainee characteristics

Writing learning outcomes in objective terms.

• Statement of performance,
• Assessment criteria,
• Assessment condition,
• Assessment methods

Prepare training contents and sequence.

• Identify topics and sub-topics,
• Sequence the content,
• Determine time allocation

Determine Training Method.

Develop Training Resources.

• Select training materials,
• Develop training materials

Module 4: Conduct Competency Based TrainingProgrammes

Design session plan.
Coordinate administrative arrangements.
Promote learning.
Faciliate groups.
Apply motivational strategies
Monitor learning

• Learning taxonomy
• Questioning and testing methods

Implement effective training activities – case studies, role-play, demonstration, work based projects, games, simulation, group-work, workshop, etc. Provide learning support.