培训师培训

掌握成人学习特点,运用系统化工具与技巧,实现卓有成效的课程演绎

企业收益

l 帮助组织建立优秀的内训师队伍

l 持续改进培训效果,提高培训的投资回报率

学员收益

l 学员能够根据成人学习原则,设计授课结构化语言、提问、互动、活动、课后学习转化等方案

l 学员作为讲师能够识别目标的学员现状,匹配自己的授课风格

l 学员能够掌握授课语言、肢体的应用技巧

适合对象

l 希望成为培训师并提高学习效果的专业人士

课时

2天

主要内容

l 第一单元: 绪论 学习原理与成人学习原则

学习目标: 学员对于成功培训师角色有清晰的认知

Ø 我们如何学习:感知、过滤、记忆

通过体验学习活动,理解人的学习原理与常规方式;

讨论:人的学习原理对于培训师在课程设计及呈现方面的指导作用

Ø 成人学习原则:自愿、经验、自主、行动

通过体验活动,理解成人学习原则在实际课堂上的体现;

讨论:要在培训课堂上体现出成人学习四大原则,培训师需要如何做?

Ø 培训师关键原则:以学员为中心;以绩效为基础

l 第二单元:课前准备

学习目标:学员掌握培训需求及学员分析的方法,能够根据培训目标设计结构化培训语言及活动互动方式,提升培训体验及效果。

Ø 确定培训目标

ü 以绩效为中心的培训需求分析: 需求计划轮

ü 学员分析:学员能力目标;学员认知阶梯;学员学习风格

Ø 设计完整课程

ü 课程设计结构化模型;课纲模版

ü 课程核心设计:

ü 开场/结尾内容及形式设计;引导问题设计(6大提问方式);学习活动设计(6种学习策略)

ü 通过结合工作中主题进行课堂实践练习,单元二结束时,每一位学员都会有一份培训课程设计方案

l 第三单元:课堂呈现

学习目标:学员掌握课堂授课语言、肢体语言及现场互动技巧,并通过练习获得反馈。

Ø 授课语言/肢体语言运用

Ø 互动技巧:提问方式;回答问题;应对挑战

通过课堂上演示、体验活动、实践练习,掌握专业培训师课堂呈现技巧

l 第四单元:课后转化及评估

学习目标:学员理解课后学习转化为绩效的成功因素,能够用既定的课后评估工具进行评估。

Ø 学习转化的氛围

Ø 学习转化成功因素

Ø 学习转化方法:课后计划表;阶段提醒;明晰责任;反馈辅导;绩效支持;界定终点

Ø 本单元结束后,每一位学员都将设计一份课后学习转化方案。

Dynamic Trainer-Train the Trainer

Master adult learning characteristics, use systematic tools and techniques to deliver effective curriculum

Benefits to Enterprises

l Help establish an excellent in-house training Team

l Continuously improve training outcome, increase the rate of return on training investment

Benefits to Participants

l Design teaching structured language, questions, interaction, activities and post-training learning, based on the principles of adult learning

l As a trainer, identify target learner’s situation and match his/her own teaching style.

l Master the application techniques of teaching language and body language.

Target Participants

l Professionals who want to become a trainer and improve their learning outcomes

Duration

2 days

Course Outline

l Module 1 Learning Rationale and the Principle of Adult Learning

Learning ObjectiveParticipants to Have a Clear Understanding of the role of a Successful Trainer

Ø How Do We Learn:Perceive, FilterMemorize

Understand Human Learning Rational and Conventional Methods Through the

Experience of Learning Activities;

Discussion:The Steering Role of Human Learning Rational in the Trainer’s Curriculum Design and Presentation

Ø Adult Learning Principles:Voluntary, Experience, Autonomy, Action

Understand Adult Learning Principles in the Classroom through Experience

Discussion:What the Trainer Needs to Do in Order to Reflect the 4 Principles of Adult Learning?

Ø Key Principle of the Trainer:Learner-Focused and Performance -based

l Module 2Pre-course Preparation

Learning Objectives: Master the Training Needs and Learner Analysis Approaches, Design Structured Training Language and Interactive Activities based on training objectives, and Improve Training Experience and Outcome

Ø Set Training Objectives

ü Performance-focused Training Needs Analysis: The Cycle of Needs Planning

ü Learner Analysis:Participants ‘Capability Objectives Cognition Ladder and Learning Styles

Ø Design a Comprehensive Course

ü Structured Model of Course Design; Course Outline Template

ü Course Core Design:

ü Design Opening/Closing Content and Form, Probing Questions6 types of Questions, Learning Activities6 Learning Strategies

ü Every Participant Will Have a Training Course Design Plan following Classroom exercises to Combine with real Work tasks at the end of this Module

l Module 3Classroom Presentation

Learning Objectives: Master Classroom Teaching Language, Body Language and On site Interaction Techniques. Receive Feedback through Exercises

Ø The Use of Teaching Language and Body Language

Ø Interaction Techniques: Asking Questions, Answer Questions, and respond to Challenges

Master the Presentation Skills of a Professional Trainer through classroom presentation, experience activities and exercises.

l Module 4Post-Course Conversion and Evaluation

Learning Objective: Understand the Success Factors of Post-Course Learning Conversion to Performance , and can use the Post-Course Evaluation Tools for Evaluations

The Environment for Learning Conversion

Ø The Success Factors of Learning Conversion

Ø Methods of Learning Conversion:Post-course Plans, Periodical Reminders, Clear Responsibilities, Feedback Coaching, Performance Support, Defined End State

Ø At the end of this module, every participant will design a post-course learning conversion plan

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