IPDC TRAINING - Train The Trainer

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Where Our Participants Are From 6 CountriesTraining programs were delivered effectively by excellent trainers with high qualitystandard. IPDC has become our preference and choices for our employees trainingdevelopmentFahrizal Tampubolon, MMHead of APRIL Learning Institute I PT Riau Andalan Pulp and PaperBangladesh Brunai IndonesiaMalaysiaThailandVietnamParticipants have attendedour programs since 200150.000+150+95+Open programs offered each year1000+Major clients and growing...Independently minded and experienced trainer and facilitators90+Customized learning soluctiondeliveredPROFILE OF IPDC TRAINING INSTITUTE215 YEARS+ of excellent in trainingHigh quality standard in process on obtaining ISO 9001 CERTIFICATION100% Customer satisfaction guaranteeTRUSTED by many major corporation in indonesia and region Learning partner and PREFERRED by many corporation Offer a wideranged but FOCUS applied programsEXCELLENT IN SERVICEEXPERIENCED and caringevent staff Trainers are INDUSTRY-TESTEDPROFESSIONALS and PROFESSORS gaining for more than 25 years of professional experience coming frominternational and national firms and nations top universitiesrespectivelyBritish Petroleum Indonesia Preferred Training PartnerWhyIPDC ?PROFILE OF IPDC TRAINING INSTITUTE3 PT. IPDC Consulting & Advisory | Copyright 2017MissionTo inspire, equip and empower people,through excellent personal developmenttraining and consulting by providingcomprehensive professional servicesto our client and building relationshipsand develop innovative solutions, whichhelp dynamic people and organizationscreate and realize value.WHAT DRIVES USWe have a dedicated impact team that works under our vision, mission, corporate values and passionVisionBeing a Recognized Industry Leader Creating Value for Our Clients Providing a Stimulating and Rewarding Work EnvironmentCapitalizing on Opportunities to Strengthen the CompanyVMVVision, Mission and ValuesPROFILE OF IPDC TRAINING INSTITUTEVision, Mission and Values4VMVVision, Mission and ValuesCommitting Corporate Resources to Benefit our CommunitiesOpen and honest communicationRecognizing Individual and TeamContributionsRespect and IntegrityProviding an Enjoyable WorkAtmosphereSuperior Client ServiceOur VALUESEnsure the clients satisfaction and moment of truthMaking high impact for what we doFacilitate the high quality training programs and the processFocus on what is most meaningful for our clientsOurPASSIONPROFILE OF IPDC TRAINING INSTITUTE5TRAINING CATEGORIES WE OFFEREDCOMMUNICATION SKILLSOIL & GAS INDUSTRY TECHNICAL KNOWLEDGE AND PRACTICEHSEPRE-RETIREMENT PROGRAM(PURNA BHAKTI)HUMAN RESOURCESPRODUCTION SHARING CONTRACT (PSC), ACCOUNTING, FINANCIAL AND CONTRACTUAL ASPECTSLOGISTIC, CONTRACT, AND SUPPLY CHAINMANAGEMENTPROJECT AND PROCUREMENT MANAGEMENTMANAGEMENT AND LEADERSHIP PURCHASING & MATERIAL MANAGEtMENTMANAGEMENT OF TRAINING010203040506070809101112 SECRETARIES AND OFFICEADMINISTRATIONCurrent Similar Experiences (in-house training)IPDC has been facilitating agreat numbers of In-houseAnd Public Training Programsfor the last 16 years.See our website www.ipdc.co.id (Clients and Gallery) tofind out on our experiencesPlease call us for the copy ofcontract for fact and dataverification on our claimedexperiences.PROFILE OF IPDC TRAINING INSTITUTE6LECTURE ICE BREAKERS AND GAMESCASE STUDIES AND PROBLEM BASED LEARNINGGROUP COACHING GROUP DISCUSSION ROLE PLAY & PRACTICEIt should be Fun, Interactive, and AppliedAPPROACH & METHODOLOGY IN DELIVERY A TRAININGTraining Delivery Method78Training Effectiveness Evaluation (The Four Levels of Learning Evaluation by Donald L. Kirkpatrick) Level 1 Level 2 Level 4Reaction Learning ResultsMeasuringHow participants react to the training programLearning can be done through identifying what evaluator wants to evaluate, (i.e., changes in knowledge, skills, or attitudesFinal results that occurred because participants already have attended training program.How to Do It?Questions of surveys or questionnaires like these should be considered: Did the trainees feel that training was worth their time? What were the biggest strengths of training, and the biggest weaknesses? Learners skills and knowledge are assessed before training program. Candidates are unaware of the objectives and learning outcomes of the program.Level 3BehaviorThe extent to which change in participants behavior has occurred because of attending training programs.For measuring changes in behavior, questions like these should be considered: Did the trainees put any of their learning to use? Are trainees able to teach their new knowledge, skills, or attitudes to other people?Measuring final results that occurred because participants already have attended training program.BEFORE Training The phase where instructions are started. This phase consists of short tests and quizzes at regular intervals.DURING Training Learners skills and knowledge are assessed again to measure the effectiveness of training program.POST TrainingChangesAfter gathering information, changes could be done based on the trainees feedback and suggestions.Make changes happen, these conditions are necessary, the trainees: have the desire to change themselves. know what to do and how to do it. be trained in the right climate. be rewarded for changing. Outcomes or final results that are closely related to training program should be considered such as: Increased employee retention. Higher morale. Increased customer satisfactionIPDC will only use two levels for Training Effectiveness Evaluation in this program APPROACH & METHODOLOGY IN DELIVERY A TRAINING9APPROACH & METHODOLOGYTraining Effectiveness Evaluation: LEVEL 2 (PRE & POST TRAINING) Each test is titled with the course title, date, instructor and either pre- or post test Tests assess the attainment of the learning objectives Both tests have the same items Brainstorm 15- 25 possible questions that would effectively test the participants knowledge prior to the course and after the concepts have been presented. This knowledge should be based on the learning outcomes and objectives that have established for the course Select a variety of questions (multiple choices, fill-in-the-blank, etc.) that will peak the participants' interest in excelling on the pre/post test and learning the material being taught.IPDC will construct Pre and Post Assessments based on the following criteria and elementsTraining Effectiveness Evaluation 10As part of training delivery, IPDC shall submit the following items: Training material/ tool kit for all participants. Certificates of Achievement for all participants. Program documentation (In-Class session) and video recording. Report of Program Result APPROACH & METHODOLOGYDeliverable DurationMax. of 15 Participants in one class to allow better interaction and class simulation Training Participants Location Option # 1: Clients Office Option # 2: Training Room in Hotel APPROACH & METHODOLOGYCourse Format2 Days 1112TRAINING AGENDAOverviewLearning is essential part for every organizational growth and development. Every world-classinstitution realize that high quality learning process is what eventually set them apart fromthe average. Learning & Development are not a static activity, it always dynamically evolves,we therefore need a high-quality framework to catch up with this evolution of performanceneeds. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learningframework which engage the whole function of brain in learning and processing information.Applying 4-MAT system in Instructional Design allows the trainers to formulate a high qualityand consistent learning framework and provides the participants a simplified - yettransformative learning experiences.To create a more holistic-transformative performance improvement, trainers work best whenhe/she is mastering the whole cycle of Instructional Design which is covered in ADDIE Modelalong with 4-MAT System.13TRAINING AGENDAProgram ObjectivesAt the end of the workshop, the participants will be able to Appreciate their essential role as a learning designer Identify four learning styles, four types of learners and their unique way of processing information Formulate impactful and consistent learning cycles to fulfil the need of each learning styles Manage learning process with NLP: 5W + 1H of dynamic learning, ice breaker & energizer Set quantitatively-measurable learning objectives as learning success indicator Convert data of Training Need Analysis to create well-formed content of performance based training Conduct two ways of assessment plan: summative & formative Assess the quality and effectiveness of participants learning process Propose follow up and action plan according to the result of learning assessment14TRAINING AGENDAAgendaProgram Topics Highlights : DAY 1, 2 & 3The essential role of modern trainers nowadaysFour learning style, for types of learner and how they process informationAssessing learning style and facilitation styleFour phases and eight sub-phases of learning cycle Applied NLP in learning processDynamic-Explorative learning approachIdentifying appropriate ice breaker and energizerExpanding delivery enrichment Foundational Competence15TRAINING AGENDAAgendaProgram Topics Highlights : DAY 1, 2 & 3Instructional DesignKirkpatricks Model Feedback, Follow Up & Action PlanUnderstanding Kirkpatricks Model - 4 levels of learning evaluation Providing feedback, follow up & action planADDIE TNA Converting Result Learning Taxonomy ADDIE (Analyse, Design, Deliver, Implement, Evaluate) ModelConducting Performance Based -Training Need Analysis (TNA) Converting result of TNA into well-formed content of Performance based trainingLearning taxonomy and learning objectives Learning CompetencyMeasurable Learning Impactful Lesson PlanAssessment PlanFour domain of learning competencyQuantitatively measurable learning competencySetting an impactful lesson plan & learning curriculum Design two ways of proper assessment plan: summative and formative