Online Trainer Training: Training for
Trainers Course,
Leading to Diploma Postgraduate - in
Trainer Training, Double Credit, 60
Credit-Hours, Accumulating to A Postgraduate
Certificate, with 120 additional
Credit-Hours, a Postgraduate Diploma, with
-300 Additional Credit-Hours.
Click to download the
PDF Brochure, for this Course
The Importance of This Course and
Statement of Its Objectives
Calling all current
and aspiring trainers, teachers, lecturers,
consultants, managers, supervisors,
corporate facilitators, corporate trainers,
team leaders, lead employees who need to
excel at designing, developing and
delivering successful trainings, All others
desirous of gaining the needed expertise in
training and development! This ‘Trainer
Training: Training for Trainers Course’ will
enhance your career as a trainer,
consultant, or educator. Like no other
trainer training course, it explores the
scientific bases of training and
development, focusing on learning and memory
enhancement. If your answer to at least one
of the questions below is no, then this
trainer training course is for you:
Do you know the difference between education, training and
development?
Do you know what constitutes a ‘Learning Organisation’?
Are you aware of the fundamental principles of learning and
memory?
Can you design an effective training programme?
Do you know the taxonomy of educational objectives?
Can you establish behavioural objectives;
Can you deliver an effective oral/visual presentation?
Can you conduct an effective training needs analysis?
Are you aware of the role of the internal trainer?
Are you conversant with Aptitude, Treatment Intervention (ATI)?
This course will not disappoint in
delivering our established objectives,
maintaining our ‘participant-cantered’
approach.
Course contents
include Trainer Training Seminar, Training
For Trainers Course, Learning Organisation,
Taxonomy Of Educational Objectives, Training
Programme, Behavioural Objectives,
Organization Development, Organizational
Development, Organisational Effectiveness,
Learning Theory, Factors Affecting
Learning, Learning Curve, Factors Affecting
Individual Learning Progress, Aptitude
Treatment Intervention (ATI), Universalist
View of Learning, Contingency View of
Learning, Reinforcement Theory, Levels of
Learning, Learning Hierarchy, Simple Recall,
Problem Solving, Synthesis Level of
Learning, Kolb’s Model, Learning Approaches,
Learning Worker Motivation, Learning and its
Application to Organisations, Bases
of Learning Theories, Examples of Learning
Theories, Classical Conditioning, Operant
Conditioning, Instrumental Conditioning,
Learning Reinforcement, Memory Acquisition,
Retention of Memory, Memory Retrieval,
Skill Acquisition, Inductive Learning,
Retention Curve, Negative Acceleration, Ivan
Petrovich Pavlov, Spontaneous Recovery,
Temporal Ordering, Edward Thorndike, Law of
Effect, Law of Exercise, Principle of
Belongingness, Clark Hull, Reaction
Potential, Habit Strength, Incentive
Motivation, Edward Tolman, Latent Learning,
Cognitive Map, B. F. Skinner, Cumulative
Response Record, Scalloped Function.
Atkinson and Shiffrin, Short – Term Memory,
Long – Term Memory, Role of Internal Trainer,
Individual Training Needs (ITN),
Organisational Training Needs, Training and
Development Programmes, Training and
Development Objectives, External Training
Consultants, Training Organisations,
Evaluating Effectiveness of Training
Programme, Recommend External Programs,
Commissioning Training Consultancy, Internal
Training Facilitators, Education Defined,
General Education, Specialist Education,
Special Education, Education Training and
Development..
Course Co-ordinator:
Prof. Dr. R. B. Crawford is Course Coordinator.
He is the Director of HRODC Postgraduate
Training Institute, A Postgraduate-Only
Institution. He has the following Qualifications
and Affiliations:
Doctor of Philosophy {(PhD) {University College
London (UCL) - University of London)};
MEd Management (University of Bath);
Postgraduate (Advanced) Diploma Science Teacher
Ed. (University of Bristol);
Postgraduate Certificate in Information Systems
(University of West London, formerly Thames
Valley University);
Diploma in Doctoral Research Supervision,
(University of Wolverhampton);
Teaching Certificate;
Fellow of the Institute of Management
Specialists;
Human Resources Specialist, of the Institute of
Management Specialists;
Member of the Asian Academy of Management
(MAAM);
Member of the International Society of Gesture
Studies (MISGS);
Member of the Standing Council for
Organisational Symbolism (MSCOS);
Member of ResearchGate;
Executive Member of Academy of Management (AOM).
There, his contribution incorporates the judging
of competitions, review of journal articles, and
guiding the development of conference papers. He
also contributes to the Disciplines of:
Human Resources;
Organization and Management Theory;
Organization Development and Change;
Research Methods;
Conflict Management;
Organizational Behavior;
Management Consulting;
Gender & Diversity in Organizations; and
Critical Management Studies.
Professor Dr. Crawford has been an Academic in
the following UK Universities:
University of London (Royal Holloway), as
Research Tutor;
University of Greenwich (Business School), as
Senior Lecturer (Associate Professor), in
Organisational Behaviour and Human Resource
Management;
University of Wolverhampton, (Wolverhampton
Business School), as Senior Lecturer (Associate
Professor), in Organisational Behaviour and
Human Resource Management;
London Southbank University (Business School),
as Lecturer and Unit Leader.
His responsibilities in these roles included:
Doctoral Research Supervisor;
Admissions Tutor;
Postgraduate and Undergraduate Dissertation
Supervisor;
Programme Leader;
Personal Tutor.
Delegates will be Treated to a Selection of Our
Branded Complimentary Products, which include:
Leather Conference Folder;
Leather Conference Ring Binder/ Writing Pad;
Key Ring/ Chain;
Leather Conference (Computer – Phone) Bag –
Black or Brown;
8-16 GB USB Flash Memory Drive, with Course/
Programme Material;
Metal Pen;
Polo Shirt;
Carrier Bag.
For Whom This Course is Designed
This Course is Designed For:
Development Training Coordinator;
Training and Quality Assurance Coordinator;
Specialist, Professional Learning;
Learning and Development Facilitator;
Professional Development Manager;
Human Resource Personnel;
Training Specialist;
Team Leaders;
Managers;
Quality Improvement Managers;
Lead Employees who need to excel at designing,
developing and delivering successful trainings;
All others desirous of gaining the needed
expertise in Training and Development.
Online (Video-Enhanced) Duration and Cost
Online Duration:
20 Days @ 3 Hours Per Day
Online Cost:
£6,700.00 Per Delegate
Online Trainer Training: Training for Trainers
Course,
Leading to Diploma Postgraduate - in
Trainer Training, Double Credit, 60 Credit-Hours,
Accumulating to A Postgraduate Certificate, with 120
additional Credit-Hours, a Postgraduate Diploma,
with -300 Additional Credit-Hours.
Click to download the PDF
Brochure, for this Course
Course Objectives
By the conclusion of the specified learning and
development activities, delegates will be able to:
Be conversant with the theories of learning and
memory crucial to the development and implementation
of training programmes;
Be aware of the taxonomy of educational objectives
and translate these into individual capability and
achievements;
Determine the most appropriate way to organise
training and development courses;
Be able to equip a training room for maximum impact
and effectiveness, within organisational budget and
other constraints;
Design courses that account for individual training
needs and learning curve;
Design learning objectives, mindful of what can be
realistically achieved - in terms of the experience
and motivation of delegates;
Design learning experiences that will ensure that
learning;
Meet the objectives - taking account of relevant
factors associated with established principles of
learning;
Design appropriate delegate activities relevant to
the stated learning objectives;
Demonstrate their ability to prepare for and make
effective oral presentations;
Demonstrate their ability to conduct individual,
team and organisational training needs analysis;
Use different internal sources of information to
assess;
Be equipped with the immediate and future training
and development needs;
Be capable of designing evaluation questionnaire for
individual courses, training programmes, and
presenters;
Determine when training intervention is necessary;
Link organisational and subsystem business strategy
to training and development strategy;
Position the training department within
organisational corporate structure;
Design appropriate in-course evaluation;
Design appropriate assessments and assessment
strategy of award-bearing components of training
programmes;
Effectively structure training courses to
incorporate formal presentations, delegate
activities and evaluation;
Incorporate appropriate 'Ice-breaker' and 'Closure'
activities that will enhance the effectiveness of
individual training courses;
Demonstrate exceptional leadership in the management
of the learning environment
Effectively manage commissioning relationships; and
Effectively manage a training department.
Online Trainer Training: Training for Trainers
Course,
Leading to Diploma Postgraduate - in
Trainer Training, Double Credit, 60 Credit-Hours,
Accumulating to A Postgraduate Certificate, with 120
additional Credit-Hours, a Postgraduate Diploma,
with -300 Additional Credit-Hours.
Click to download the PDF
Brochure, for this Course
Course Contents, Concepts, and Issues
Part 1: Education, Training and Development
Education Defined;
General Education;
Specialist Education and Special Education.
Training Defined;
Development Defined;
Behavioural Objectives:
Learner;
Participant or Delegate;
Examples of Specific Behavioural Objectives.
Education, Training and Development as Organization
Development:
Organizational Development Defined:
Emphasis and Concerns.
Organisational Effectiveness Defined.
Part 2: Learning Theory
Learning Defined;
Factors Affecting Learning:
Learning Curve:
Definition;
Factors affecting individual learning progress:
Aptitude, Treatment Intervention (ATI):
Aptitude Defined;
ATI Defined;
Views of ATI:
Universalist View;
Contingency View.
Reinforcement Theory;
Levels of Learning:
The Learning Hierarchy
Simple Recall;
Comprehension;
Application;
Problem Solving;
Synthesis.
Other Related Factors:
Kolb’s Model;
Learning Approaches;
Learning & work motivation.
Part 3: Learning & its Application to Organisations
Bases of Learning Theories;
Examples of Learning Theories;
Classical Conditioning;
Operant Conditioning;
Instrumental Conditioning;
Learning Reinforcement;
Memory Acquisition;
Retention of Memory;
Memory Retrieval;
Skill Acquisition;
Inductive Learning.
Historical Contributions to Learning Theories:
Herman Ebbinghaus (1850 -1909)
Memory;
Retention Curve;
Negative Acceleration;
Learning Curve.
Ivan Petrovich Pavlov (1849 – 1938)
Classical Conditioning (US, UR, CS, CR);
Acquisition;
Conditioning Curve;
Extinction;
Spontaneous Recovery;
Temporal Ordering.
Edward Thorndike (1874 – 1949)
Instrumental Conditioning
Reinforcer;
Law of Effect;
Law of Exercise;
Principle of Belongingness.
Clark Hull(1884-1952)
Reaction Potential;
Habit Strength;
Drive;
Incentive Motivation;
Inhibition.
Edward Tolman (1886-1959)
Latent Learning;
Cognitive Map.
B. F. Skinner
Instrumental Conditioning or Operant Conditioning;
Free Operant;
Cumulative Response Record;
Scalloped Function.
Atkinson & Shiffrin
Short – Term Memory;
Rehearsal;
Long – Term Memory.
Part 4: Role of Internal Trainer (1)
Identification of Individual and Organisational
Training Needs;
Plan Training & Development Programmes;
Establish Training & Development Objectives;
Organise and Deliver Training Programme;
Liaise with External Training Consultants & Training
& Educational Organisations;
Evaluate Effectiveness of Training Programme;
Recommend External Programs;
Recommend &, or, Commission Training Consultancy;
Identify Potential Internal Training Facilitators;
Engage in Internal Training Facilitators;
Part 5: Role of Internal Trainer (2)
Evaluate effectiveness of Internal and External
Training Consultants;
Evaluate effectiveness of Specific Training
Activities;
Prepare other Trainers;
Manage the Training Environment;
Motivate Delegates & Potential Delegates;
Provide Consultation Service to Managers & other
Individuals;
Devise & or Influence Training Policy;
Interpret & Adhere to Training Policy;
Ensure that Training is Related to Immediate and
Long Term Organisational Strategy;
Monitor the Training Operation;
Ensure that Training Standards are Established,
Enforced & Monitored;
Ensure that Associated Administrative Functions are
Effective.
Part 6: Training Interventions
Formal Training Interventions:
Attributes and Methods;
Out-door Adventure;
Computer-based Training;
Programmed Interactive Learning;
Distance Learning;
Job Rotation and Job Shadowing: Formal or Informal?;
Coaching;
Incidental Learning;
Trial and Error;
Informal Observation;
Modelling Informal Mentors.
Application and Disadvantages.
Part 7: Training Policy and Strategy
Training Policy Vs. Business Strategy;
Training Policy:
Matched with Specific Organisational Needs;
Response to Existing Organisational Ineffectiveness.
Linking Training Policy to Business Strategy:
The Element of Finite Resources;
Good Business Sense;
Enhancement of Organisational Objectives.
Other Arguments.
Education & Training for Personal Development:
Relation to Micro OD;
The Spin-off of Micro OD;
Policy: Aligned to Business Strategy;
Improved Effectiveness.
General Questions:
Contribution to Competitive Advantage or Improved
Organisational Functioning;
Training and Unemployment.
Part 8: Induction, Appraisal and Probation
Induction:
Definition;
Importance;
Formal Training;
Commitment:
Moral;
Remunerative;
Calculative.
Probationary Period:
Fixed Term;
Assessment;
Confirmation.
Performance Appraisal:
Types of Performance Appraisal
Ranking Scales;
Force Ranking;
Paired Comparison;
Self Appraisal;
Paired Comparison;
Self Appraisal;
Critical Incident;
Management by Objectives;
360 Degree Feedback.
Part 9: Learning Organisation: An Introduction
Learning Opportunity;
Circumvention of Formal Communication Channels;
Effective Technology – Based Communication System;
Effective Control System;
Component Supplier – Producer Collaboration;
Effective and Swift Environmental Response;
Flexible Reward System;
Effective Boundary Management;
General Organisational Development: Macro & Micro;
Efforts to Maintain & Improve Organisational Health.
Part 10: Organisational Learning & Learning
Organisation
Organisational Learning & Learning Organisation: A
Distinction;
Implicit Learning & Tacit Knowledge:
Characteristics of Implicit & Tacit Knowledge.
Organisational Learning:
Organisation as Individuals;
Benefits;
Learning from One to Many or Many to One;
Social Learning;
Self Adjustment.
Individual & Organisational Learning;
Learning Organisation:
Acknowledges;
Facilitates;
Exploits.