Welingkar’s Distance Learning Division

Effective HR
CHAPTER-6

Selection & Training of Trainers

We Learn – A Continuous ...
Objectives
• After completing this chapter, you should be
able to:
– Appreciate the importance of selection and
training o...
Meaning and significance of trainers
• The typical trainer’s job used to be fairly
straightforward in the past.
• His or h...
Meaning and significance of trainers
• Technology offers
trainers new tools for
company training
• But it is important tha...
Meaning and significance of trainers
• Outsourcing can be a cost-effective way to
address training requirements as needed....
Traits of successful trainers
Successful trainers are
Performance
excellence

Trainers are the
excellent performers in
whi...
Competencies of trainers
• The competencies identified in Models for HRD
Practice by McLagan in 1989 and later adopted as
...
Competencies of trainers
• Technical
competencies:
– Adult-learning
understanding
– Competency
identification skill
– Elec...
Competencies of trainers
• Interpersonal
Competencies:
–
–
–
–
–

Coaching skill
Feedback skill
Negotiation skill
Question...
Steps involved in hiring and training
trainers
• The steps involved in hiring and training trainers
are as under:
– Vacanc...
Steps involved in hiring and training
trainers
• The steps involved in hiring and training
trainers are as under:
– Recrui...
Factors that enhance credibility of
trainers
• Trainers are professionals.
• In order to maintain professional credibility...
Factors that enhance credibility of
trainers
personal conduct

subject expertise

There are basically four factors
which d...
Personal conduct
• Personal conduct includes one’s actions and
appearance.
• The trainer should project himself as a
profe...
Social practices
• Social practices are essentially the behaviors and
beliefs in dealing with others.
• Trainers should be...
Social practices
• A trainer should:
– Be polite while dealing with trainees.
– Be empathetic to the problems of trainees....
Subject expertise
• Subject expertise refers to
one’s knowledge of
domain areas.
– For example, a trainer in
the banking i...
Facilitation skills
• Facilitation means enabling or empowering
others to help themselves.
• Facilitation skills are as im...
Facilitation skills
• Trainers must know how to use different
learning approaches and which approach will
suit in any part...
Facilitation skills
• Some of the important issues in facilitation
skills are enlisted below:
– Handling questions in trai...
Facilitation skills
• Some of the important issues in facilitation
skills are enlisted below:
– Handling Diversity
• Train...
Facilitation skills
Trainee
Type

Challenger

Description

How the trainer
handles

Should be calm, not be
defensive, shou...
Facilitation skills
Trainee
Type

Late-comers

Description

How the trainer
handles

Explains the rules of late
These trai...
Facilitation skills
Trainee
Type

Whiners

Description

How the trainer handles

These are the
trainees having
habit of
co...
Presentation Skills
• Effective presentation skills are essential for
effective training.
• Mastering effective presentati...
Organizing the Training Content
• Trainers should organize their training content
and props well in advance sequentially t...
Organizing the Training Content
• Normally the content should be organized in
the following order:
Overview of
the session...
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Selection & Training of Trainers

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The importance of Selection and Training of Trainers is explained in this presentation. It helps to identify the components required for successful trainers, as a part of Effective HR. The procedure involved in the selection and the factors that enhance the credibility of trainers are discussed and presented here.

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Selection & Training of Trainers

  1. 1. Welingkar’s Distance Learning Division Effective HR CHAPTER-6 Selection & Training of Trainers We Learn – A Continuous Learning Forum
  2. 2. Objectives • After completing this chapter, you should be able to: – Appreciate the importance of selection and training of trainers. – Identify the competencies required for successful trainers. – Learn the procedure involved in the selection of trainers. – Understand the factors that enhance the credibility of trainers.
  3. 3. Meaning and significance of trainers • The typical trainer’s job used to be fairly straightforward in the past. • His or her main responsibility was to impart standard work-related material to each new batch of employees. • Sessions were held in classes for fixed periods of time and used many of the same teaching methods commonly used in high school or college classrooms. • At the end of each session, the new recruits were tested and then sent off to do their jobs.
  4. 4. Meaning and significance of trainers • Technology offers trainers new tools for company training • But it is important that programs. trainers know how to effectively integrate yesterday’s training methodologies with today’s technological marvels.
  5. 5. Meaning and significance of trainers • Outsourcing can be a cost-effective way to address training requirements as needed. • Effectiveness of the trainer is largely responsible for the success of any HRD program. • Therefore trainers should be selected and trained scientifically so as to enhance the effectiveness of learning programs.
  6. 6. Traits of successful trainers Successful trainers are Performance excellence Trainers are the excellent performers in whichever field they come from. An average performer can neither visualize excellent performance nor become a role model for the trainees to emulate. Communication excellence Successful trainers are excellent communicators. Their messages are so powerful and appealing that even the most distracted individuals are forced by their own self-motivated urge to become attentive. Service orientation Successful trainers are oriented towards selflessly serving the learners to see the progress in the latter. They believe in the empowerment of everyone through learning rather than the bondage of knowledge.
  7. 7. Competencies of trainers • The competencies identified in Models for HRD Practice by McLagan in 1989 and later adopted as a definitive model of competencies by the American Society for Training and Development (ASTD) are as under: – – – – Technical competencies Business Competencies Interpersonal Competencies Intellectual Competencies
  8. 8. Competencies of trainers • Technical competencies: – Adult-learning understanding – Competency identification skill – Electronic-systems skill – Media selection skill • Business Competencies: – Budget and resource management skill – Business understanding – Organization behavior understanding – Organizationdevelopment theories and techniques
  9. 9. Competencies of trainers • Interpersonal Competencies: – – – – – Coaching skill Feedback skill Negotiation skill Questioning skill Writing skill • Intellectual Competencies: – Data-reduction skill – Information-search skill – Visioning skills
  10. 10. Steps involved in hiring and training trainers • The steps involved in hiring and training trainers are as under: – Vacancy identification: • The training manager should identify the need for hiring trainers. – Job analysis and competency mapping: • Job analysis brings out the job description and the job specification. – Estimate the cost and obtain sanction: • The training manager should estimate the cost involved for hiring, training and retaining trainers
  11. 11. Steps involved in hiring and training trainers • The steps involved in hiring and training trainers are as under: – Recruitment and Selection of Trainers: • Recruitment involves communicating and motivating qualified persons to apply for the job. – Training the trainers: • Trainers require both domain expertise and training delivery skills. • All trainers are required to be trained in the areas in which they are deficient.
  12. 12. Factors that enhance credibility of trainers • Trainers are professionals. • In order to maintain professional credibility they should conduct themselves as role models. • Credible trainers always command attention and respect from trainees. • They are seen by others as reliable, honest and straight-forward. • If trainers do not have credibility, the trainers may not take the sessions seriously.
  13. 13. Factors that enhance credibility of trainers personal conduct subject expertise There are basically four factors which determine the credibility of trainers. delivery/facilitation skills social practices or interpersonal relations
  14. 14. Personal conduct • Personal conduct includes one’s actions and appearance. • The trainer should project himself as a professional and be a role model. • Personal conduct involves use of – – – – – positive qualities like sincerity, honesty, straight-forwardness, open to accepting one’s own mistakes, accepting feedback from other, helping others and seeking help from others.
  15. 15. Social practices • Social practices are essentially the behaviors and beliefs in dealing with others. • Trainers should believe in the capacity of individuals for learning. • Trainers should uphold the dignity of trainees as individuals and not treat them as members belonging to any group. • Trainees have no regard for arrogant trainers. • By having acceptable social conduct, trainers can create an environment of mutual trust and respect.
  16. 16. Social practices • A trainer should: – Be polite while dealing with trainees. – Be empathetic to the problems of trainees. – Learn to disagree without hurting the sentiments of others. – Pay equal attention to all trainees. – Do not project himself as favoring a few trainees and unsympathetic to others. – Respect and tolerate others’ point of view. – Have consistency in thought and actions.
  17. 17. Subject expertise • Subject expertise refers to one’s knowledge of domain areas. – For example, a trainer in the banking industry should have thorough knowledge of banking law and practices in India, the Reserve Bank guidelines, the credit procedure and foreign exchange regulations. – Mastery can be attained only by constant practice. – A novice can prepare and present a talk using audiovisual gadgets, but the reality of the expertise comes out when he has to satisfactorily answer the questions of trainees. – There is no short-cut to mastery of the subject, except by experience and practice.
  18. 18. Facilitation skills • Facilitation means enabling or empowering others to help themselves. • Facilitation skills are as important as subject expertise. • Facilitation skills of trainers include their capabilities for understanding the learning needs of individual trainees and devising elective solutions to meet those needs.
  19. 19. Facilitation skills • Trainers must know how to use different learning approaches and which approach will suit in any particular situation. • Professional trainers know when to use lectures, games, demonstrations or any other activities appropriately. • They know when to ask trainees to follow the instructions and when to allow them
  20. 20. Facilitation skills • Some of the important issues in facilitation skills are enlisted below: – Handling questions in training – Answering questions – Training Motivation – Incorporate Adult Learning Styles – Time Management – Frames of reference – Communication Skills
  21. 21. Facilitation skills • Some of the important issues in facilitation skills are enlisted below: – Handling Diversity • Trainers have to handle trainees from diverse backgrounds and under different situations. • Trainees differ on several issues like their culture, education, experience, subject of study, geographical location, language, learning styles, personality types, prejudices and personal problems.
  22. 22. Facilitation skills Trainee Type Challenger Description How the trainer handles Should be calm, not be defensive, should answer the question. If Question the value the trainee is not of trainer, the convinced then trainer materials provided, should call him the aids used and privately and ask him to the very training cooperate. If this fails environment the trainer can ask him to leave the trainer and may report the matter to HR department
  23. 23. Facilitation skills Trainee Type Late-comers Description How the trainer handles Explains the rules of late These trainees think coming. He/she can get that it is their right a gift/prize for to come late and attendance and give many reasons punctuality. Trainer may like poor roads, talk to the habitual traffic, failure of latecomers privately and alarm clock etc. for inform them about the coming late consequences
  24. 24. Facilitation skills Trainee Type Whiners Description How the trainer handles These are the trainees having habit of complaining about anything and everything. They shift the focus of training by their complaints and grievances. Should decide quickly whether whiner’s complaint should be addressed or ignored. Ideally, such complaints should be deferred and answered on a one-on-one basis during the break time. The trainer should not promise to redress the grievance of the whiner if he is not competent to do so
  25. 25. Presentation Skills • Effective presentation skills are essential for effective training. • Mastering effective presentation skills will help trainers to speak sequentially and meaningfully in a manner liked by most of the trainees. • The aspects on which the trainer should focus in presentation skills are: – – – – Voice Enthusiasm Speed of speech Distracting vocalizations
  26. 26. Organizing the Training Content • Trainers should organize their training content and props well in advance sequentially to ensure smooth transition at each stage of learning. • Effective trainers will always ensure that training content matches the training objectives. • Trainees will instantly point out if the content of the session does not match with the training objectives.
  27. 27. Organizing the Training Content • Normally the content should be organized in the following order: Overview of the session Transitions Avoid digressions Gauge the understanding Summarizing
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