The document outlines training objectives for in-house trainers covering competencies, training purposes, systematic training processes, and presentation skills. It emphasizes the importance of competencies—skills, knowledge, aptitude, and attitudes—in effective job performance and presents the ADDIE model as a framework for systematic training processes. Additionally, it highlights the significance of well-prepared and delivered presentations in training, along with factors that can lead to poor training effectiveness.

2. Training objectives
To train all in house trainers, on following topics:
• Part I - Meaning and importance of competencies
• Part II - Purpose of a training
• Part III - Systematic training model/process
• Part IV - Presentation Skills
• Part V - Factors that leads to a poor training
So that
1. they can impart the trainings in a effective and efficient
manner.
2. the people they train will not only enjoy their training but
go away with the knowledge they need.

3. What is our purpose in the organization?
-To perform assigned job/work.
And to perform assigned job, we should have some
competencies that are required to perform that job.
Competence (or competency) is the ability of an individual
to do a job properly.

4. Competence Skill Knowledge Aptitude Attitude

5. Skill
“Skill is used to denote expertise developed in the course of
training and experience.”
Skill is acquired and therefore has to be learned.
For example skilled labour has expertise in their domain of
work i.e. a mason, carpenter, black smith; electrician etc
knows how to fix a problem because of his vast experience
and training.

7. Knowledge
“Knowledge is a set of facts and principles needed to address
problems and issues in particular job”
It is the theoretical and practical understanding of a subject.
So a skilled worker may have very good expertise (Practical
Skill) in his job but may not have theoretical understanding in
detail.

9. Abilities/Aptitude
Abilities are things that you are naturally good at, you may get
better at it with practice.
Some people tend to be good at math; other people tend to be
very artistic and creative. Chances of success multiplies when
we chose a field of our aptitude.

10. Try to find your “flow” or Passion, chances of success
multiplies when you peruse your passion.
Throughout history, people had little need to know
their strengths. A person was born into a position and
a line of work: the peasant's son would also be a
peasant; the artisan's daughter, an artisan's wife, and
so on. But now people have choices. We need to
know our strengths in order to know where we
belong.

11. Attitude
An attitude can be defined as a positive or negative
evaluation of people, objects, event, activities, ideas, or just
about anything in your environment.
So it is a way of thinking or behaving.
“You can complain because roses have thorns, or you can
rejoice because thorns have roses”.

12. Two seeds lay side by side in the fertile soil.
The first seed said, "I want to grow! I want to send my
roots deep into the soil beneath me, and thrust my
sprouts through the earth's crust above me ... I want
to unfurl my tender buds like banners to announce
the arrival of spring ... I want to feel the warmth of
the sun on my face and the blessing of the morning
dew on my petals!“
And so she grew...

13. The second seed said, "Hmmmm. If I send my roots
into the ground below, I don't know what I will
encounter in the dark. If I push my way through the
hard soil above me I may damage my delicate sprouts
... what if I let my buds open and a snail tries to eat
them? And if I were to open my blossoms, a small
child may pull me from the ground. No, it is much
better for me to wait until it is safe."
And so she waited...

14. A yard hen scratching around in the early spring
ground for food found the waiting seed and promptly
ate it.

15. Behavioral Ice berg model

16. Ice berg
We know that an iceberg
has only 10 percent of its
total mass above the water
while 90 percent of it is
underwater. But that 90
percent is what the ocean
currents act on and what
creates the icebergs
behavior at its tip.

17. Our performance at work can be looked into same way.
Tip of the ice berg is our observable behavior/performance
which is an outcome of 90% of its which is under water.
That 90% represents our competencies.
That means our observable behavior/performance is the
product of/outcome of our competencies.

18. Behavioral Ice berg model
Observable
Behavior
Aptitudes
Competencies
Attitudes / Traits
Skills
Knowledge

19. Importance of competencies

20. Recap of part I
• Our purpose in the organization is to perform our duties in best
way.
• To perform our duties, we should have some competencies.
• Competencies are a combination of skill, knowledge, attitude and
aptitude.
• Skill is developed with experience and training.
• Knowledge is the theoretical understanding of the subject, its
principals and facts.
• Aptitude is innate abilities that one is naturally good at.
• Attitude is way of thinking or behaving.
• Persons observable behavior is a out come of his competencies.
• So if person have good competencies, his behavior or his
performance at work will also be good.

21. Purpose of a training

22. Purpose of a training
We live in a rapidly changing
world – Technology, customer
needs, legislations, lifestyles etc.
are few.
Because of this, required
competencies for good
performance also keep on
changing.
So training helps to bridge the
gap between existing and desired
competencies.

23. Training?
Existing Training helps to Required
• Skills bridge the gap • Skills
• Knowledge • Knowledge
• Attitudes • Attitudes

24. What is a systematic training model?

25. Training Process : ADDIE Model
Analysis
Determine goal, objective and need of training.
Design
Creating a road map for accomplishing the goals and objectives.
Development
Develop and create the elements laid out in design stage
Implementation
Deploying the training
Evaluate
Measuring whether the training works and goal have been achieved

26. Training Process : ADDIE Model
Analysis
Determine goal, objective and need of training.
• Observing and Listening
• Surveys
• Interviews
• Tests
• Reviewing Company
Records
• Customer Requirement
• Changes in
Legislations/laws etc

27. Training Process : ADDIE Model
Design
Creating a road map for accomplishing the goals and objectives.
• Learning objectives
• Course outline - Develop and sequence major topics
• Assess available resources
• Method of Teaching – Lecture/On the
job/Experience/Roll Playing etc.
• Learning/Teaching aids – Board/Laptop /OHP
PowerPoint /Flip charts/TV & video (CD/DVDs)/
Pictures/Skill Practice/Games/Music
• Target group – Level/Size /Insiders/ outsiders/
Diversity.
• Venue – Size/Location/Comfort/Time etc.

28. Training Process : ADDIE Model
Development
Develop and create the elements laid out in design stage
• Create the presentation of the course content
• Performing table top review
• Improve the presentation.
• Run a pilot session/Practice it.

29. Training Process : ADDIE Model
Implementation
Deploying the training
• Launch the training
• Deliver materials to the trainees
• Conduct training accordingly

30. Training Process : ADDIE Model
Evaluate
Measuring whether the training works and goal have been achieved
There are four standard levels of evaluation
• Trainee reactions to the training
• Trainee learning
• Trainee on-the-job behavioral changes
• Results of the training for the organization
One can evaluate the training effectiveness by Observations/
Interviews/Tests /Parameters
Any more?

31. Recap of part II and part III
• Purpose of any training is to bridge the gap between existing and
desired competencies.
• A systematic training process shall be based on ADDIE Model.
• Analyze the training needs.
• Design your training as per need.
• Develop the training program/material as per design.
• Implement the training.
• Evaluate the training.

32. Presentation Skills
- Preparing a good presentation
- On Stage Presentation

33. For a trainer, having good
presentation skills are very
crucial.
Presentation is a way of
communicating the idea,
knowledge or message that a
trainer wants to deliver to
participants.

34. Vital things for a good trainer
Making a good presentation : The first thing to do is to organize
your thoughts in a sequential manner so that all critical points
are covered. Content, remember, is more important than style.
Delivering the presentation : Communication
A two way process of exchanging the ideas, information or
transmitting of verbal and non verbal messages.
Never confuse the word “Communication” with English
speaking ability.

35. Making a good presentation

36. Making a Presentation
• Structure the contents using 5 W and 1 H (where, who, why,
when, what and how).
• Organize the content accordingly.
• Use images and other visuals. Be careful with small, pixelated
images!
• Anecdote /stories/experiences to be used to make the
presentation interesting.
• Use rule of 7X7
• To make a slide stand out, change the font or background –
Attention grabber

37. Making a Presentation
•Choose a clean font that is easy to read.
•Roman and Gothic type faces are easier to read than Script or Old English.
•Stick with one or two types of fonts.
• Make the Text Big Enough: Ensure readability!
• Choose a clean font that is easy to read
• Stick with one or two types of fonts
• Avoid Clutter: let some white space open!
• Use Videos or Audios: Be careful! It should not be too long,
otherwise the audience will lose attention.

38. Delivering the presentation

39. Ice breaker

40. Communication
A two way process of exchanging the ideas, information or
transmitting of verbal and non verbal messages.

41. Opening of a training session
• This is most important and crucial step for rapport building. This
session can decide the fate of a training program itself.
• Trainer should clearly communicate about
• Objective of the training.
• Why this program is being conducted.
• How this program will benefit the participants/organization.
• He should brief about the outline of training program – topics,
breaks, timing etc.
In this way, participants will be more receptive to learning before
they can actually start to learn.

42. Ice breakers
• An opening exercise such as an icebreaker is useful to start up a
training session. As the name suggests, icebreakers are designed to
“warm up” the session.
• Icebreakers are commonly presented as a game to "warm up"
the group by helping the members to get to know each other.
Ice breakers can be used at the
Starting or at any time of the
training program.

43. Ice breakers
Examples of these kinds of facilitation exercises include:
• The Little Known Fact - Participants are asked to share their
name, department or role in the organization, length of service,
and one "little-known fact" about themselves. This "little-known
fact" becomes a humanizing element for future interactions.
• Interviews - Participants are paired up and spend 5
minutes interviewing each other. The group reconvenes and the
interviewer introduces the interviewee to the group.
• Any game.

44. Remember that….
Ice breakers are normally used :
• When group is diversified i.e. From different backgrounds,
different companies, different professions, different locations etc.
to make comfortable with each other.
• When they have to work as a team later on.
• To evaluate the group i.e. quick assessment to gauge how much
they know about the topic, their background, expertise, attitude
etc.
• When you want to teach some practical learning.

45. Delivering the presentation
(On stage presentation)
Speaking : Any idea or message said in an inappropriate
tone can lead to confusion and leave the audience
unmoved.
Body Language: Next, is your body language. People react
more positively when an idea is delivered combined with
good body language. Poor body language can convey
mixed messages and turn off an audience

46. Delivering the presentation
(On stage presentation)
• Your appearance should be neat and acceptable to create the
best first impression.
• Start your presentation calmly without fear and with confidence.
If you have stage fright, before starting your presentation, take a
deep breath.
• Say It with Body Language - You may not realize it, but body
language has a huge impact on your voice quality and the
impression you make over the audience.
• Smile. Not only participants see it, but they hear it also.

47. Delivering the presentation
(On stage presentation)
• Keep eye contact with them.
• Engage the audience in conversation and involve them.
• Keep revolving your eyes and observe audience reaction.
• Ensure that your contents relate to the audience; Give only what
they can consume; Do not showcase your knowledge and
expertise.
• Deliver your presentation systematically; do not read the
PowerPoint presentation robotically.

48. Delivering the presentation
(On stage presentation)
• Usage of anecdotes, stories, humor is important.
• Confine to the allotted time and do not exceed
• Handle your Q & A Session gracefully; If you do not know an
answer, accept this and promise to provide separately.
• Get the honest feedback from your friends and from others for
future improvement.
• Thank the audience.

50. Recap of part IV
• For a trainer, having good presentation skills are very crucial
• Presentation skills can be divided into two parts – Making a
presentation and delivering a presentation
• On stage presentation is actually a process of communication
where trainer exchange the ideas, thoughts, knowledge or
messages with participants.
• Opening of a presentation matters a lot.
• Good on stage presentation is a combination of verbal (speaking)
and non verbal (body language) messages.
• For future improvements, always take feedback.

51. Factors that leads to a
poor training

52. General factors
• Over confidence – making presentation without proper
understanding of the audience and the theme – Not making
adequate preparation.
• Mismatch/unclear of training requirements.
• Monotony - Reading the slides in the PowerPoint.
• Not connecting with the audience.
• Exceeding the time allotted.

53. Situational Factors
• Size of the group
• Levels of knowledge / background
• Support / opposition
• Lighting, heating & ventilation
• Seating and equipment
• Disturbances & noise

54. Guaranteed Distractions
• Rattling keys or coins in your pocket
• The habitual and continuing use of “uhs” and “ahs”
• Sucking the teeth
• Ring twisting
• Lip licking
• Lip biting
• Pushing the bridge of your glasses
• Playing with a watch

55. Guaranteed Distractions
• Drumming your finger
• Bouncing a pencil on its eraser
• Blowing hair out of your eyes
• Popping the top of a magic marker
• Extending and retracting the pointer
• For females: Twirling hair and playing with jewelry

57. How to overcome this?
Simulate at least once your presentation at home and
imagine a virtual audience. Thereby you get a feeling of the
presentation flow. Practice transition from slide to slide to
make the presentation liquid.
Remember 6P -
Prior Preparation Prevents Pretty Poor Performance!

58. Recap
• Competencies are very importance for good performance at any
job.
• That means for a good performance at work, one should have
skill, knowledge, ability/aptitude and attitude for the same.
• Because of changing scenario, competencies required are keep on
changing.
• Training is used to bridge the gap between desired and actual
competencies.
• For a good training we should adopt ADDIE model.
• Presentation skills are very important for a good trainer.
• On stage presentation is as important as making a good
presentation.
• A trainer should always avoid some points that leads to poor
training.

59. Movie Clips

60. With a good training
We gain at work, at home & in the society
• At Work : Job becomes more interesting, meaningful and
rewarding
• At Home : Family life becomes fuller, richer and happier
• Socially Life takes new dimensions, one looks for new
challenges

61. And you can make a difference

63. You can give your feedback at
http://www.orkut.co.in/Main#Home?rl=t
rooprajinder@simbhaolisugars.com,
roop_rajinder@yahoo.com
Mob.: +919927670068,
+919759124083
For more readings you can visit
http://www.slideshare.net/rooprajinder5ingh
http://humanresourcehr.blogspot.com