Paying Attention on Delivering Training

The great design of training program will not bring a big advantages for the company if not be followed by great transfer process. The delivery of training is an important step of training because it is about how employees learn to be better worker. It means, a training manager should look for a good people to teach the training and know how to conduct a situation which fit to the company needs and condition. Moreover, the training manager must train the trainer so that they have a clear standard capability to deliver the training; because the trainer’s way of delivering can give a different impact to the result of training program.

First of all, the instructor’s job must be designed. It is created depends on background and education of the persons who will teach the training. If we hope a high-standard of instructor, let choose the best person for it. We cannot ask an ordinary person to be a good public speaker and have a good performance of writing-skill. We are also not allowed to request someone who cannot operate technology expertly to deliver training using a modern video or software. It is better to make sure the real capabilities of the trainer so that their job could be done greatly without any complain from the trainee or company manager.

After creating a job-list for the trainer, a training manager has a responsibility to make sure all of the trainers have understood about the belief of training program. To full that, a training manager should get point across instructional staff, this step called “training the trainer.” In fact, it is better for a training manager trains his staffs by himself because it could be a risk when using an out-side vendor. Sometimes, out-side vendor doesn’t know well about the truly design of the training program which have been created. But, if the condition assert for using out-side trainer to train, make sure they totally teach the instructor based on the material-list which have been given to the vendor.

The training instructors should have a special difference of capabilities, and it is set by the training manager. There are some specific-characteristic of instructor which become the training manager’s responsibility to set.

  • The subject matter expert as trainer
  • The vendor as trainer
  • The technician as trainer
  • The programmer as trainer
  • The hot line answerer as trainer
  • The team member as trainer
  • The presenter as trainer
  • The facilitator as trainer
  • The supervisor as trainer

The next step is about selecting a training delivery mode. This is very important to fit the training to the company’s condition. Besides that, this step also helps the training manager to make a list of what kind of mode which fit to the kind of training. There are five classifications about the basic method for doing training program.

  • Team: Team members teaching each other and learning as a team
  • Group: Large and small classrooms, seminar, workshop, small group, one-to-one training, peer training
  • Individual: Computer-based training/programmed instruction/
  • CD-ROM, self-study manuals and correspondence courses, video or audiotape, interactive videodisc, online
  • Distance: Any training characterized by trainees who are separated from their instructors, generally linked by telephone lines, satellites, or a computer network
  • ‘‘Other’’: A wide assortment of training delivery structures in which the instructor’s work is secondary and the instructional designer’s work is primary, such as training conferences and conventions, field trips, simulations, and job aids

In some delivery options above, sometimes the instructor teach the trainer as a presenter, in the other time as a facilitator. It means, some of those methods need great skill as public speaker, and some need a performance as a group leader and discussion. It is also important to remember that training is not always must be delivered in classroom; it can be done in canteen while drinking a cup of coffee to get a more casual situation.

For knowing the quality of the trainer, it is wise to ask about the feedback from the trainee. By doing this, a training manager can understand how the trainer’s quality and performance when delivering training. More comprehensive feedback can be gotten by overlooking the instructor and the training observer too. When we get three kinds of feedbacks, we are available to compare and assess the trainer’s skill.

If we get a bad quality of trainers, there is a chance to re-build their skill. First, do not be anger to them. But, encourage them and give more motivational spirit; adults want to know why they need to learn something, Adult learners like to feel that ‘‘I’m in charge here”, adult learners need others to know the legitimacy of their experiences, and adult learners are motivated by spirit of doing something perfectly. Not only the trainee, the trainer also an employee which have weakness and want to increase skills.

Head Office | Menara Rajawali Lt. 11 | Jl. Mega Kuningan lot 5.1 Jakarta Selatan 12950 | Phone : (62-21) 576 2727 | Fax : (62-21) 576 2736 | Email : Info@Stellarhr.co

Regional Office | Komplek Graha Asri K-12B | Jl.Ngagel 179-183 Surabaya 60246 | Phone : (62-31) 502 0203 | Fax : (62-31) 503 9034 | Email : Info@Stellarhr.co