This document provides guidance on training of trainers. It discusses what a training is, the aims and objectives of conducting trainings, and important aspects to consider when planning a training session. It covers topics like needs assessment, selecting appropriate content and training techniques. Six commonly used training techniques are described in detail: case study, role play, demonstrations, brainstorming, structured exercises, and group discussions. The advantages and disadvantages of each technique are also summarized.

1. TRAINING OF TRAINERS(TOT)
SKILLS.
NAADS AASPs From Buliisa
District.2013

2. CONTENT.
• What is a training?
• Aims and objective of
Carrying out Training.
• Important questions to
remember here are.
• Important aspects and
skills in a training
session.
• Presentation.
• Training Needs
Assessment.
• Selection of Training
Content.
• Training Techniques.
• Tips on general
Management of a
training programme.
• Training Programme
Evaluation.
• Training Report.

3. What is training?
• A training is “a planned process to modify
attitude, knowledge or skills behavior through
learning experience to achieve effective
performance in an activity or range of
activities” J.Kenny and M.R.Reid
• In brief: “A training is a development of skills
that people will use in performing their jobs.”

4. Aims and objectives of Training.
• To provide knowledge and skills for people to
use in performing their jobs.
• To enable the participants (Trainees) acquire
new specific skills and techniques of
performing their job.
• To enable the participants cope with
innovations and techniques required in
performance of their jobs.

5. Important questions to remember
here are:
• What do I want the Farmers to know?
• What I want the Farmers to remember?
• What do I want them to be able to do?

6. Important aspects and skills in a
training session.
• A relaxed climate for participants should be
established.
• Participants’ expectations should be clarified.
• Training program objectives and schedule
should be made clear.
• Norms of behavior (Ground rules may be set).

7. Presentation:
• Official opening.
• Introductions.
• Expectations.
• Goal and objectives.
• Schedule.

8. Training Needs Assessment.
• Number of participants.
• Space requirement.
• Equipment and supplies.
• Type of seating /tables available.
• Pens and pencils.
• Nails.
• Security of Training materials etc.

9. Selection of Training Content.
• Having developed learning objectives based
on needs assessment; there is need to
develop an agenda appropriate to the time
frame available.
• There is also selection of training materials
appropriate for teaching.

10. Steps 1:Developing an agenda.
1. How much do you have to cover the content?
2. How will you break the content into its
component parts?
3. Can you cover the parts in the available
time?
4. How much of it can be covered in one hour?
5. What will have to be left out?

11. Steps: Selecting Appropriate Materials.
• Its easier to use existing materials than develop
your own.
• First check and see what materials already exist
that you may use.
• Know about your participants e.g
-What language do the speak and understand well?
-How well do they read those language?
-How do they like the materials to be presented e.g.
Pictures or graphics.

12. Some questions to ask are:
• What materials would help them learn?
• What materials would be useful as resource
materials?
• Do the materials clearly define the terms ,do
they compare or contrast important points in
the content and do they provide analogies to
help the trainees learn?

13. TRAINING TECHNIQUES.
• There are generally six training methods
commonly used in training. The selection of
these methods should depend on:
• The training content
• Training materials available
• The participants etc.

14. Selecting Training Methods.
• Training content for a learning objective will
determine the teaching approaches "Training
Methods.”
• Training methods serves two important
purposes:
-Provide a means to the learners ,to learn the
specific training content you have outlined.
-They keep the learner interested and involved
in the training so that learning is improved.

15. TYPES OF TRAINING METHODS:
• There are a variety of
training methods
available .We shall focus
on 9 mostly commonly
used:
1. Case study.
2. Group study.
3. Role play
4. Demonstrations
5.Lecture/exposure.
6. Brainstorming.
7.Reading
8.Structured exercise.
9. Trainer presentation.

16. CASE STUDY
• This is a training technique
where participants are
given information about the
situation and are directed to
come to a decision or
solution to a problem
concerning the situation.
• The cases presented should
be as close to reality as
possible.
• The main uses of the case
study method include.
-Problem identification and
solving in atypical situation.
-Developing analytical skills.
-Gaining confidence in decision
making.
-Changing /modifying
attitudes.
-Promotion of team work.

17. CASE STUDY.
Advantages
• Provide concrete subjects
for discussion.
• Provides active learner
involvement.
• Stimulating performance
required after training.
• Learning can be observed.
• Participants’ experiences
can be brought into use and
shared with others.
Disadvantages:
• Information must be precise
and up to date.
• Time consuming to produce
• Difference between the
training situation and real
world may not be
recognized.
• Participants can become too
interested in the case
content and loose track of
the critical issues.

18. ROLE PLAY:
• This is where participants are interested with
a situation ,which they are expected to
explore by acting out the roles of those
represented in this situation.
• The players should be carefully selected and
should be properly prepared for their roles.

19. ROLE PLAY:
Advantages:
• It allows change
/modifications of attitude.
• Development of interactive
knowledge and skills.
• Enables people to see the
consequences of their actions
on others.
• Can generate interest in the
subject.
• Active participation is
generated.
• Provides a living example of
the situation being studied.
Disadvantages:
• Role players learn more
than observers.
• Observers may be passive
until the exercise is
discussed.
• Success depends on the
imagination of the players.
• Attitude change may be
short lived.

20. DEMOSTRATION:
• Demonstration is a presentation of a method
for doing something by actual performance
;the trainer shows the learners what to do and
how to do it.
• With his/her associated explanations ,the
trainer indicates why ,when, where and how
something is done. This is normally combined
with other methods.

21. DEMOSTRATION:
Advantages:
• Aids understanding and
retention.
• Stimulates the participants
interest.
• Can give participants a
mode to follow.
• Large groups can handled.
• Easy to capture participants
attention.
• Involves participants.
Disadvantages:
• Must be accurate and
relevant to participants.
• Written examples require
expertise and time to
prepare.
• Trainers demonstration may
be difficult for all learners to
view.
• Requires ample time for
preparation.

22. BRAIN STORMING.
• This is where participants suggest ideas on a
given issues, which are later discussed.
• The trainer normally engages the participants
in a brain storming session by asking question
to the participants.

23. BRAINSTORMING:
Advantages:
• Stimulation of interest on
the part of participants.
• Active participation in the
learning process allows for
enhancement and
clarification of issues
through discussion.
• Helps participants to learn
from experience.
Disadvantages:
• Participants can be easily
derailed.
• Difficult to apply to a large
audience
• Requires amlpe time.

24. STRUCTURED EXERCISE:
• Learners take part in an exercise that enables
them to practice new skills.

25. STRUCURED EXERCISE:
Advantages:
• Aids retention .
• Allows practice of new skills
in a controlled environment.
• Learners are actively
involved.
Disadvantages:
• Requires preparation time.
• May be difficult to tailor to
all learners’ situations.
• Needs sufficient class time
for exercise completion and
feed back.

26. GROUP DISCUSSIONS:
• This is where participants discuss issues being
trained in groups.
• This training technique enables learning to be
derived from the participants rather than the
trainers.
• It is very adequate when there is thorough
knowledge of the subject by the participants.

27. GROUP DISCUSSION:
Advantages:
• Keeps participants
interested and involved.
• Participants ‘
resourcefulness can be
revealed and shared.
• Learning can be observed.
• Participants’ activities can
be high and less dependant
on the trainer.
Disadvantages:
• Requires plenty of time.
• Passive participatants may
not learn from the
discussion if it is not well
moderated.

28. LECTURE/EXPOSITION:
• A lecture is a straight talk or exposition
possibly using visual or other aids, but with
out active group participation.
• A lecture is very appropriate where the trainer
knows more the participants do and where
the size of the population is large.

29. LECTURE/EXPOSITION.
Advantages.
• A large amount of materials
can be covered with in a
limited time.
• One trainer can handle a
large audience at the same
time.
• Content and sequence are
completely under control of
the trainer .
• Ensures consistency of the
information.
Disadvantages:
• Does not allow for immediate
feedback from participants.
• The attention of the
participants can be easily be
destructed.
• Lack of participants ‘activity ;
participants role passive.
• Knowledge / information
imparted by talking is not
easily memorable unless its
followed up with amore
practical technique.

30. READING:
• Written material is used to present new
information to learners.

31. READING:
Advantages.
• Saves time(Learner can read
faster than trainer can talk).
• Materials can be retained
for later use.
• Ensures consistency of
information.
Disadvantages:
• Can be boring if used too
long without interruption.
• Learners read at different
paces.
• Difficult to gauge if people
are learning.

32. TRAINER PRESENTATIONS:
• The trainer orally presents new information to
learners.

33. TRAINER PRESENTATIONS:
Advantages:
• Keeps group together and
on the same point.
• Time control is easier.
• Useful for large group (25 or
more)
Disadvantages:
• Can be dull if used too long
without learner
participation.
• Difficult to gauge if people
are learning.
• Recitation is limited.