At every human resource development program, the participants look forward to receiving the strategy of implementation of the topic of discussion in the working environment, while the theories that serve as the basic topic of discussion, it is still difficult to implement. Topic in human resource development program, is expected to serve as a guide to build strategy implementation in the work environment, so that theory is just as insightful thinking which can be obtained from various sources. Strategy implementation topic of discussion, not a theory but a technique to determine the stage of carrying out the work, planned and systematically arranged, but in tune with the culture of the organization, so as not to clash both vertical and horizontal.

1. 1
EFFECTIVE TO PROVIDE TRAINING PROGRAM
(GUIDANCE TO BE PROFESSIONAL TRAINER)
Introduction
Failure to provide training in a program of human resource development, occurs when the trainer does not
understand and/or control strategy implementation "topic of discussion" in the work environment, so that
the trainees at a program organized by a public or in-house, not able to implement the knowledge, skills
and the experience gained in the classroom training.
The main objective of the implementation of human resource development program, participants are
expected to implement the knowledge, skills and experience gained through the transformation of a Trainer
to the participants, but because Trainer in training only to convey the discussion based on the theory and
implementation of the strategy has not touched the working environment.
Understanding
At every human resource development program, the participants look forward to receiving the strategy of
implementation of the topic of discussion in the working environment, while the theories that serve as the
basic topic of discussion, it is still difficult to implement.
Topic in human resource development program, is expected to serve as a guide to build strategy
implementation in the work environment, so that theory is just as insightful thinking which can be
obtained from various sources.
Strategy implementation topic of discussion, not a theory but a technique to determine the stage of
carrying out the work, planned and systematically arranged, but in tune with the culture of the
organization, so as not to clash both vertical and horizontal.
Objective
1. Obtain a strategy to transform the knowledge, skills and experience
2. Provide supplies to the Trainer during training
3. Provide an overview of the targets to be achieved when providing skills training to participants
4. Provide training to the understanding and function of the role Trainer Trainer in training
5. Mastery diversity and cultural competence
6. Taking conclusions on the problems encountered and capture feedback on the theory presented
7. Avoid topics that are irrelevant and align required capabilities with the capabilities of the participants
of the development program

2. 2
Benefits
1. Individuals
1.1. Getting transformation skill as a trainer
1.2. Mastering bring effective training strategy
1.3. Mastering diversity and cultural competence
1.4. Affect the results of training to implement the working environment
2. The Organization
2.1. Having a trainer who has the ability to bring development program
2.2. Cost efficiency of human resource development by organizing internal training
2.3. Explore the individual's ability to meet strategic objectives
2.4. Aligning competencies required by the competency of employees through development programs
Goals
1. Assessment
Trainers for employee development programs, able to assess employees independently, associated with
the employee's ability to complete the work properly, as the basis for the assessment of the
performance of employees in the future, so as to measure the number of employees has increased in
achieving career and to meet the requirements for the company can achieve its strategic objectives.
2. Developing skills
Developing the skills necessary to complete the job tasks and responsibilities are defined, so the trainer
will be responsible for identifying the weaknesses of the employee. Employee skills must be in
accordance with the work that is accepted, but ideally, the coach should also help employees develop
additional skills that will lead to career advancement in the future.
3. Self-development
Development coach must be directly involved in organizational activities in a sustainable manner so as
to lead through behavioral model to be applied. Coaches are an integral part of the performance of
employees ongoing
4. Feedback
Employee development coach must be able to provide feedback that is consistent and useful so that
employees can see the areas that have improved and are still lagging behind. Feedback should be
thoughtful and encouraging, not to destroy the employees for making mistakes.
Barriers
Barriers faced Trainers come from a variety of factors that affect:
1. Physical / Mental Conditions
2. Environment
3. Lack of Confident
4. Previous Bad Experience

3. 3
5. Fear of Failure
6. New Tricks
7. Lack of Motivation
8. Fear of Change
9. Resistance to Unlearning
Solution
Build internal trainers who have the ability to transform the knowledge, skills and experience to the
employees to improve the organization's environmental performance
Vision
Build a personal trainer for a company that employees perform their duties and responsibilities in
accordance with the company's strategic objectives.
Mission
Aligning the competency of the employees at this time, with the demands of the competencies required for
companies that have strategic goals such as sustainable growth in the future
Results
1. Documentation of research and development employees
2. The relationship of communication patterns with cross-functional cooperation in the development and
management of program
3. Improved teamwork through the use of informal communication and reasons to communicate
Role
1. Identify the learning objectives
2. Choose the media, methods and techniques
3. Giving a boost to collaborate with fellow members of the organization
4. Monitor the performance of the company, through monitoring the performance of employees
5. Attention to consistency
Measurements
1. The success of the influence of training that are implemented in the workplace
2. The effect of the transformation process on the skills and experience as a guide in the work
environment
3. Effect of culture built in training that could affect the working environment
4. The magnitude of the effect of exercise that can be used as an individual experience
5. Observe the absorption of training materials
6. Changes in behavior after the training
7. Evaluation of training programs and absorption problems presented by the participants

4. 4
8. Evaluation of the time to overcome the problems that arise in the classroom
9. The effectiveness of the strategy used
Strategy
If you need a guide to organize or establish effective training, please send an email: winardi@updi-int.com,
or winardi67@gmail.com, mobile + 62-813-1542-1509.
You'll get an explanation and guided in an internal build a professional trainer, and is able to provide
training to achieve the specified performance success.
Author/Consultant
Setiono Winardi, SH.,MBA
References
1. Earle, Roger (2004). NSCA's Essentials of Personal Training. NSCA Certification Commission. pp. 162,
617. ISBN 0-7360-0015-1.
2. Kraemer, WJ. Exercise Physiology: Integrating Theory and Application. Lippincott Williams &
Wilkins. Ahead of print, March 2011.
3. Fischer DV, Bryant J. Effect of certified personal trainer services on stage of exercise behavior and
exercise mediators in female college students. J Am Coll Health. 2008 Jan-Feb;56(4):369-76. PMID
18316279.
4. Ratamess NA, Faigenbaum AD, Hoffman JR, Kang J. Self-selected resistance training intensity in
healthy women: the influence of a personal trainer. J Strength Cond Res. 2008 Jan;22(1):103-
11. PMID 18296962.
5. Herbert, David L, DC Opts to Regulate Personal Trainers, The Exercise, Sports and Sports Medicine
Standards & Malpractice Reporter, March, 2014, Volume 3, No. 2.
6. Kraemer, WJ. Exercise Physiology: Integrating Theory and Application. Lippincott Williams &
Wilkins. Chapter 12. Ahead of print, March 2011.
7. Malek MH, Nalbone DP, Berger DE, Coburn JW. Importance of health science education for
personal fitness trainers. J Strength Cond Res. 2002 Feb;16(1):19-24.
8. Moh H. Malek, PhD, CSCS,*D and Tamara K. Coburn. The Level of Exercise Science Knowledge
Among Personal Fitness Trainers: A Guideline. [1].
9. "Personal Trainers as Professionals". American College of Sports Medicine. Retrieved 19 September
2013.
10. Cotton, Richard. "Personal Trainers as Professionals". American College of Sports Medicine.
Retrieved 19 September 2013.