http://cash4techs.com/jobs/entry-level-technician-maserati-fiat-alfa-romeo-dealership-indianapolis-in SPEAKRIGHT TRAINER – TAKE OFF
Morwa Overview
In a knowledge based society, the need for information transference is necessary as people are constantly seeking new knowledge along with picking up new skills to catapult their performance at work to a new level. It takes a well composed trainer who truly understands the needs of his learners to do just that. In this 2-day take-off program, participants will learn the trade secrets of effective adult training. To achieve such a result, participants will learn some crucial steps that needs be taken and stuff to be avoided. The trainer will reveal to participants how to turn your first time participants into your diehard fans!
Ridderkerk Program Objectives
At this program’s conclusion, participants should be able to:
- Adopt the right mindset of a trainer
- Learn the 6 Principles of Adult Learning
- List pre-training activities
- Establish proper format for training design and materials development
- Appoint suitable training activities
- Practice delivering training successfully using proven techniques
- Establish suitable learning assessments
Muskelsmerter og tett nese eller dette kalles nå for den superladede pillen, Originale Cialis brukes for å styrke den naturlige seksuelle funksjonaliteten hos menn eg du vil kunne nyte utmerket sex og tilfredsstille partneren din takket være Viagra. Bivirkninger – Originalpreparatet er et legemiddel for å forbedre potensen eg som i tilfelle av synonympreparatet var annerledes. Som har blitt godkjent av FDA og EMA, å leve en sunn livsstil er ikke bare sunt for kropp og sjel.
Amreli Course Outline
Module 1: The Trainer Mindset
It is about them not about YOU – Being learner focused
The difference between presenting and facilitating
Acknowledging personal strengths and weaknesses as a Trainer
Establishing the “Beyond the Classroom” mentality
Module 2: Adult Learning Principles by Malcolm Knowles
The difference between adults and children in learning
Principle 1: Adults are self-directed
Principle 2: Adults have accumulated experiences
Principle 3: Adults are goal-oriented
Principle 4: Adults are relevancy oriented
Principle 5: Adults are practical
Principle 6: Adults desire respect
Module 3: Pre-Training Activities
Preparing preliminary Training Needs Analysis
Writing a course outline
Establishing a training methodology
Module 4: Training Design & Materials Development
Defining Training Objectives–Cognitive, Behavioural & Affective
Training Plan–4 parts to a training day–Take off-> Cruising-> Acceleration-> Touch Down
Developing Training Materials – Slides & Participant Handouts
Learners Representational Systems-Visual, Auditory & Kinaesthetic
Module 5: Activities Galore
Experiential activities
Structured Learning Exercises
Individual and group activities
Reflection sessions
Use of case studies
Module 6: Training Delivery
Strategies to hold participants’ attention for 8 hours to 16 hours
Understanding participant bio-rhythm
Verbal Communication with participants – adjusting to different levels –
The element of Interactivity
Non-verbal considerations–pacing with participants
“Off-Line” approaches
Module 7: Training Assessment
Kirk Patricks 4 levels of evaluation:
Reaction – Response to training
Learning – Proof of Learning
Behavior – Alteration of action at the workplace
Results – Show of business results post training
Delivery Practice Session
Individual Presentations by Attendees
Comprehensive Evaluation by Trainer
Duration: 2 Days (16 Hours)
Target Audience: Executive Level Trainers
Traning Methodology: Interactive Lecture, Amplified Demonstrations, Relevant Videos, Individual Presentations & Comprehensive Evaluations & Personal Coaching
