Meaning: Training is the act of increasing the knowledge and skills of an employee for doing a specific job. It is a systematic planning process or organized procedure for increasing the knowledge and skill of people for a specific purpose. It helps the trainees acquire new skills, technical knowledge and problem solving ability. Training is a continuous, systematic development among all levels of employees of that knowledge and those skills and attitudes which contribute to their welfare and that of the company. Planty, Cord M.C and Efferson TRAIN THE TRAINER Train the trainer, sometimes referred to as TTT, is an education model whereby individuals identified to teach, mentor or train others attend training themselves. Some may already be educators or trainers and are supplementing or reinforcing their skills, while others are receiving training for the first time. Any type of organization can adopt this model; it is very popular among nonprofit organizations and NGOs. There is an ancient Chinese proverb: Give a man a fish and you feed him for a day. Teach a man to catch fish and you feed him for a lifetime. Training the trainer is like teaching a man to fish. Train one trainer and they have the ability to impart their knowledge on many within their own organization. There is certainly a benefit to leveraging the investment in training in this way, but what about the hidden benefits? Train the trainer is a learning technique that teaches students to be teachers themselves. TRAINER Trainer is a person who educates employees of companies on specific topics of work place importance.Trainers often work within the HR DEPT of a co. Fulfilling the most frequent internal needs for education of the workers &mgt in a co.Companies hire external trainers Needed knowledge is not available within the trainers pool The co. is too small to have internal trainers If the project is too large for the in house training staffCHARACTERISTICS Character: the professional credentials and credibility of the trainer. Command on the subject: he has a thorough grasp of his subject/perfect knowledge about the topic. Communication skill: he is able to communicate with audience Contact: he must be capable enough to address the needs of every individual participants in his class Clarity: he is able to make his subject as simple & interesting as possible Charisma: he is able to enthrall & captive his students with his wordsIMPORTANCE OF TRAINING FOR TRAINERS Training in various professional levels have become quite popular Trainers are required to have certain professional training before starting this career. Is it required training for trainers Training for trainers is very much required as teaching is not a job for amateurs There are some basic skills which required thus training for trainer is absolutely necessary.The training course is a perfect way to boost your career if you aspire to b e a trainer/teacher of any sortsPERSONAL TRAINER TRAINING Its is a training for trainers who are involved in individual training This one to one training can be of any kind It is a chance to brush up their training skills It is important to hone your skills before plunging into any kind of training and ATI will help you with it. BENEFITS Securing a job Improve the skills It help them learn new skills for training and get a better jobMETHODS1. Brain storming: 1st step to generate initial &essential involvement of the trainees in training activity. The trainer asks the trainees to think of any ideas without evaluation/ judgment. The quantity, not the quality, is what matters. Ideas can be discussed later for practical consideration. Sometimes , unwanted /seemingly ridiculous ideas lead to a more practical idea, which would otherwise not have been considered.2.Interactive talk Encouraging the trainees to be quite active & analytical in their learning approach. They are also motivated to be inquisitive &anxious to know new things by asking questions & exploring alternatives. 3.Illustrive talk This is a lecture method. It supplemented by the use of proper illustration using training materials(audio-visual aids) Presentation of success stories &case studies is also one of the essential elements of this method 4.Group discussion It is based on the principle of the trainer taking on the role of a group promoter. It is an effective instrument of participatory learning, whereby the trainer act as a group advisor, a group facilitator & a group torch bearer. 5.Panel discussion A greater involvement of trainees in promoting participatory learning. In this situation the trainers role is ltd to be that of coordinator &moderator of the discussion, in which the trainees as panelists act as catalyst agents of the learning process.6.Role play exercise Most effective training methods of participatory learning. this method in which the trainees are provided an opportunity to put into action the skills learnt through the training. For this an artificial situation is created Whereby every individual trainee is assigned a role which he/she enacts to demonstrate the skills learnt through the process of training In TOT these assigned roles may be such as the trainer , the trainee, the operator of audio-visual equipments. The role of the facilitator of training is that of a guide / director of the enacted play. 7. Workshop method It is used not only to promote participatory learning, but also to make the best use of the mix of talent & skill of the individual trainees. The trainees are arranged into no.of groups, keeping in view their interests & areas of learning. In accordance to the leadership qualities demonstrated by some of the trainees during interactions with them, Each group gets a leader to coordinate the discussions &present the decisions arrived at during the exercise. Each group is assigned a theme of discussion relating to the topic being covered during the training session. This method is used at an advance stage of ToT 8. Classroom practical It is generally used to reinforce the learning experience through classroom practice. In case of ToT this method may be used as a supplement to the knowledge input given to the trainees through lecture method. It cover a particular topic of the training session. e.g: developing a tool of TNA /designing a plan of action for a training programme. 9. Field practical This method has a special significance for providing the trainees an opportunity to use their skill in field situations. E.g: a trainee who has been told about the principle & practices of imparting training in village resource mgt to the leading VRMC members cannot get a more appropriate opportunity to use the skill than in a practical situation in the classroom. For this, the only place to provide such facility is the village , where such conditions of practice c an be made available.10. Practice in participatory evaluation of training A skilled trainer particularly engaged in building a cadre of facilitators of sustainable dvlpt at the grassroots level As envisaged in the overall framework of the ideals& activities in HCFP, needs to be given practice in monitoring& evaluating the impact of the training conducted by him/her. Such a practice can be arranged both in the classroom &in village situation THE HIDDEN BENEFITS OF TRAINING THE TRAINER These hidden benefits may show up in unexpected ways, not only for the organization but for the trainer as well. Thebenefits of training the trainercan be: of the organization Build self-confidence of the trainer by allowing them to take on a new or expanded role Help trainers feel comfortable managing touch topics Ensure the trainer effectively communicates key messages related to course material Put the training into the context of the organization and improve the relevancy Ensure trainers understand and utilize interactive/experiential delivery techniquesproperly Use an internal resource to train other employees and can help form new alliances and teams Help employees feel more comfortable in sharing Improve employee retention by allowing them to feel like an important part

TRAIN THE TRAINER HAS SEVERAL KNOWN BENEFITS:1. Knowledge Retention: People tend to pay attention in class when they know that next time they'll be the instructor.2. Learning by Teaching:-To teach is to learn twice over. Joseph Joubert : Teaching a topic is the best way to reinforce your knowledge. By encouraging your staff to teach, you encourage them to become experts.3. Creating Leaders:-When your employees teach it builds theirleadership skills.4. Cost Reduction:-IT and business training can be expensive. By using your employees as instructors you can dramatically reduce training expenditures.5. Training Follow Up:-When your trainers are your employees there are increased opportunities for follow ups. For example, you can give yearly one day brush up training for important skills. 6. Social Reinforcement:-There's evidence to suggest that people are more likely to retain knowledge when they know the teacher7. Skill Retention:-By building a culture of teaching you can achieve a greater depth of skill retention for your organization.LEARNING MANAGEMENT Developed by Richard Smith of Central Queensland of University. Learning management means an emphasis on the design and implementation of pedagogical strategies that achieve learning outcomes. It is the set of knowledge and skills, collectively referred to as a future orientation and which attempt to prepare the mindset and skills sets for social changes. The practitioner of learning management is referred as learning manager. The theory and practice of learning management is known as Learning Management Design Process(LMDP). It is comprised of 8 learning design based questions. It is organized through three sequential phases; outcomes, strategy and evidence. Each phase represents the bodies of information that is associated questions seeks to pursue. LEARNING MANAGEMENT SYSTEM Learning Management System(LMS)is a software application that ranges from managing training and training records to distributing courses to employees over the internet. It helps employer to create and deliver specialized content, monitor employee participation and asses their overall performance. It make able for the employees to use interactive features like threaded discussions, video conferencing and discussion forums to reach their full potentialLEARNING ENVIRONMENT It is important for learning environment to offer a secure place where large number of people can be trained in their field. It was no longer possible for managers to train entire group of people together but it is possible through LMS. Through LMS we get every details just with a stroke in the keyboard. It made possible to quickly train and track the learning employees, avoid fines by being able to quickly showing compliance as well as giving employees room to grow and learn with a full scale of training. KNOWLEDGE MANAGEMENT Knowledge management refers to managing the knowledge assets and the processes that act upon these assets. Knowledge assets refers to the knowledge regarding markets, products, technologies and organizations, that a business owns or needs to own and which enable its business processes to generate profits, add value etc. The process include; developing knowledge, preserving knowledge, using knowledge and sharing knowledge. OBJECTIVES Effective harnessing or leveraging of IC of an organization in the best possible fashion. Dissemination of knowledge using internal and external learning processes and system. Transforming individual knowledge into structural capital of the enterpriseAligning business strategy with the existing core competencies of the organization and its capabilitiesNeed for knowledge management Limitation of existing initiatives Value of knowledge Minimize effort of duplication Sharing of best practices Enhanced innovationORGANIZATIONAL KNOWLEDGE MANAGEMENTThe reasons why KM need for an organization are Knowledge infuses quality into companys product life cycle and service To offer product and services in tune with the market requirement. To ensure the survival To create, acquire process, maintain and retain old knowledge in the face of complexity, uncertainity, and rapid change. It requires strong culture Tacit knowledge is mobile. ORGANIZATIONAL K M PROCESS Knowledge acquisition and creation Knowledge storage and processing Knowledge sharing or dissemination Knowledge application COMPONENTS OF KM Vision of organization Knowledge processes Technology FUNCTIONS Building renewal and organization of knowledge assets a knowledge creation and sourcing b knowledge compilation and sourcing. Effective distribution and application of knowledge assets a knowledge dissemination b knowledge application and value realization AY, OCTOBER 12, 2009OBJECTIVES OF TRAININGObjectives of training methods can be determined generally as below.

a) Increase job satisfaction and morals among employees

b) Increase employee motivation

c) Increase efficiencies in processes, resulting in financial gain

d) Increase capacity to adopt new technologies and methods

e) Increase innovation in strategies and products

f) Reduce employee turnoverg) Enhance company image, e.g., conducting ethics training (not a good reason for ethics training!)h) Risk management, e.g., training about sexual harassment, diversity trainingINTRODUCTION Costbenefit analysis (CBA), sometimes called benefitcost analysis (BCA), is a systematic approach to estimating the strengths and weaknesses of alternatives that satisfy transactions, activities or functional requirements for a business Costbenefit analysis is the process of determining the economic benefits of a training program using accounting methods that look at training costs and benefitsROI and utility analysis are some of the frequently used methods in cost benefit analysis for trainingTRAINING COST INCLUDES Facilities: Where will the training be conducted? Are hotel rooms and meeting space required? If the training is Web or computer based, are specific resources dedicated to the equipment, utilities, software and hardware maintenance? Are participants reimbursed for lodging when they attend overnight training? Participants: What are the combined salaries and benefits costs that will be dedicated to the time spent on training? What is the price for the time spent out of the office, at seminars, traveling, or preparing for training while still at work? Material format: What type of materials will be used? Is the media, books, tapes, CD-Rom, Web-based or video? How will the material be obtained? Any shipping, packaging, or transmission costs? Communication and marketing: Will materials be produced to generate interest in the training? Brochures, pamphlets, direct mail, postage, and Web sites . Will time be spent by senior managers selling the training internally? BENEFITS OF EMPLOYEE TRAINING Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image Risk management.What is cost-benefit analysis???? Cost-Benefit Analysis to decide whether to go ahead with a decision. Cost-Benefit Analysis is a quick and simple technique that you can use for non-critical financial decisions. Costbenefit analysis (CBA), sometimes called benefitcost analysis (BCA), is a systematic approach to estimating the strengths and weaknesses of alternatives that satisfy transactions, activities or functional requirements for a businessThe CBA is also defined as a systematic process for calculating and comparing benefits and costs of a project, decision or govt policy.Broadly, CBA has two purposes:1. To determine if it is a sound investment/decision 2. To provide a basis for comparing projectsCBA is related to, but distinct from cost-effectiveness analysis. In CBA, benefits and costs are expressed in monetary terms, and are adjusted for the time value of money Cost-Benefit analysis for Training Cost-benefit analysis(CBA) is used in both planning and evaluation. In planning it is used to predict whether the benefits of an innovation, an intervention such as training, or a capital investment will be equal to or greater than the costs of the intervention. For example, if you are trying to decide whether to hire a vendor to offer a leadership course, cost-benefit analysis can estimate whether the organizational benefits of the training will equal or exceed the training costs. When used in evaluation, which is the primary purpose of this booklet, cost-benefit analysis (CBA) is use After the training or other type of intervention has been implemented, cost-benefit analysis can be used to determine whether there was any real benefit in comparison to the actual costsThe most common approach is to calculate return on investment(ROI). This is accomplished by producing a financial estimate of both the benefits and the costs to determine whether the benefits exceed the costs. d to estimate the actual organizational results. There are three main measures for assessing the impact of trainingPERCEPTIONS.Perceptions are opinions obtained when objective measures of business results are not feasible. For example, a course in Diversity might produce a more harmonious working environment. This is verified by co-workers expressing that they have a more positive attitude toward each otherPERFORMANCE.These can be classified as productivity or quality measures. They can be stand-alone measures, or used when the cost of training is not available or is difficult to quantify. An example would be a 20% reduction in inspection errors by inexperienced employees as a result of closer supervision. FINANCIALThe two types of financial measures are: - operational savings or decreased expenses (increased revenue would be included here in a revenue-generating organization), and - return on investment. All of these measures can be used in cost-benefit analysis, but financial measures are required to calculate ROI. Organizations use different methods to assess the benefits of training in terms of numbers i.e. the profits. Some of the frequently used methods are ROI and Utility analysis. There are many costs that are associated with the training apart from the direct and apparent costs. These costs can be described under the headings:1. There are costs incurred towards the training needs analysis, compensation of the training program designers, procurement of training material and various media like the computers, handouts, props, gifts and prizes, audio visuals etc. 2. Then there is another category is costs incidental to the training session itself such as trainers fee / salary, facility costs / rental etc. 3. 3. Finally there are costs involved is losing a man day of work (for those who are sent for training), travelling, boarding and lodging and training material that cannot be reused in some other training program. The Return on Investment Model (ROI)ROI provides an important tool for validating the impact of training effectiveness in meeting these organizational goals. Organizations spend huge amount of money on employee development, it is therefore very important to ascertain the benefits of training. Different studies were conducted to evaluate the effectiveness of training programs. In one of the studies it was found out that sales and technical trainings gave better ROI compared to managerial training programs.Ford, for example, evaluates all the training programs against the profitability in a given product line. The basic formula for calculating the ROI for training is as:ROI (in percent) = Program benefits / Costs 100Lets assume that the total costs incurred towards a certain training is USD. 80,000/- all inclusive and the benefits in terms of overall improvement in productivity and quality are USD. 4,00,000/-. Thus the ROI is 500 %, which means for each rupee invested the return in USD. 5 over and above the cost of the program.This problem however relies upon the assessment of benefits from outside, sometimes which requires that non financial benefits may be converted into financial benefits. This requires precision and the sources have to be credible.UTILITY ANALYSISThis is another way of reflecting upon the usefulness of a training program. Utility itself is a function of the duration up to which the training leaves an impact upon the trainee, the relative importance of the training program, the importance of the position or profile that received training and the cost of conducting the training. For example leadership programs conducted for top and middle management tend to be high on value where as sales training programs for the front line sales staff tends to be low on value scale.Utility analysis basically derives the effectiveness from analyzing the change in the behaviour of the trainee and the positive financial implications of the same. This model is not very famous.

The first benefit is cost-motivated, where the result of a training experience cuts costs. Training staff to operate a computerized accounting system, for example, could reduce the time required to prepare financial reports. Revenue-motivated training, the second type, results in an increase of revenuesMost training evaluation is concerned with whether learners acquire course knowledge and skills and apply them to the job. ROI, on the other hand, is concerned about whether the training is benefiting the organization. The challenge is to identify and quantify what is valued, and then track the resultsAndragogy It is one of the teaching strategy focused on adult or This methods or technique used to teach adults. This term introduced by Alexander Knapp, a German educator And popularized by Malcolm Knowles, an American educator. The term derived from the Greek word Andra means Adults and Agogus Meaning leader It facilitating the acquisition of the content It is a learner are independent, autonomous and focused education much more self directed and adult set their own schedule for learning They are motivated to commit to study Here the role of teacher is only encourages and direct this movement( facilitator) These adult education is also often cooperative and work together They are the resourceful persons, and this teaching methods in the form of discussion, problem solving etc.. In andragogy adult learners involved in the identification of their own learning needs and planning of how those needs are satisfied this style of learning become active one and the mission of andragogy is to assist adults to develop their full potential Characteristics of Andragogy It focused on teaching adults Independent learning style Learners have experience to contribute Active training methods are used Learners influence timing and pace Participant involvement is vital Learning is real life problem centered Participant are seen as primary resources for ideas.Principles of effective adult learning Need Assessment Safety in the environment Sound relationship b/w teacher and learner for learning and development.(respect and open communication) Careful attention to sequence of content Praxis( action with reflection) Opportunity to make their own decision. Break the learning task into more manageable unit Clear roles and development Team work Engagement of the learners in what they are learning AccountabilityAspects of Andragogy Andragogy helps to adult become self directed Adult learner had numerous experience Adult learner is ready to learn-responsible for their own decision Adult learner is motivated to learn- self confidence, self esteem and better quality of lifePedagogy It is the method used for teaching child. The term derived from Greek word Paid meaning Child It is authority focused or top-down.ie teacher has complete control over a child learning experience. Teacher have full responsibility for making decision about: What will be learned ( specific content) How it will be learned ( mode of learning) When it will be learned ( time) Characteristics of pedagogy Learners are called students (child) Dependent learning style Learners are inexperienced Passive training methods are used i.e. lecturing Trainer controls timing and pace Learning is content oriented Trainer is an primary resources who provide ideas DifferenceAndragogy Pedagogy

Definition The methods and practice used in teaching adults Children

Focus Independent, self directed, cooperative learning Teacher transferring knowledge to the student

Authority Adult have control over their learning and must be motivated to learn Teacher

Concern It facilitating the acquisition of contentsIt is concern with transmitting the contents

Blooms Taxonomy It used to define and distinguish different level of human cognition Cognition is the process of knowing(thinking), learning and understanding things. The goal of bloom taxonomy is to motivate the educators to focus on all 3 domains. It consist of 3 domains; Cognitive Affective Psychomotor Cognitive It involves knowledge, comprehension, and critical thinking on a particular topic. It consist of;

Affective It describe the way people react emotionally and their feeling. There are 5 levels in it; Receiving Responding Valuing Organizing Characterizing Psychomotor It usually focused on change or development in behavior and skills. It consist of; Perception Set Guided response Mechanism Complex overt response Adaptation Origination