Scribd
Upload
39 views

Training Presentation

This document outlines training methods and best practices for Euro-Cert Training Courses. It discusses identifying training needs, critical knowledge objectives, delivering effective training through various methods like one-on-one, group, demonstrations, role-playing and technology. It emphasizes using accelerated learning approaches and catering to different learning styles. Training plans should include clear objectives and timeframes. Delivery methods are evaluated for consistency, feedback, and reinforcement of content. The goal is for trainees to learn by doing and be continuously assessed on session outputs.

Uploaded by

ablant83
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
39 views

Training Presentation

This document outlines training methods and best practices for Euro-Cert Training Courses. It discusses identifying training needs, critical knowledge objectives, delivering effective training through various methods like one-on-one, group, demonstrations, role-playing and technology. It emphasizes using accelerated learning approaches and catering to different learning styles. Training plans should include clear objectives and timeframes. Delivery methods are evaluated for consistency, feedback, and reinforcement of content. The goal is for trainees to learn by doing and be continuously assessed on session outputs.

Uploaded by

ablant83
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 17

Euro-Cert Training Courses

Apply Your Knowledge: Test Your


Knowledge

• A major advantage of employees or apprentices training is that the content is delivered the
way every time
• An employee or apprentice who receives training upon being hired does not require fu
training

• Training videos will be less effective if the trainer stops them at different points to discus
concepts presented

• It is important for legal reasons to keep records of training conducted at the establishment

• It is the manager’s responsibility to provide employees with diverse customary training


Identifying Training Needs
A training need:
• Is a gap between what employees are required to know to perform their jobs
and what they actually know
• Can be identified by:
• Testing employee’s knowledge
• Observing employee’s performance on the job
• Surveying employees to identify areas of weakness
Critical Knowledge for Employees
Learning Objectives
• Describe the Purpose and intent of management system based on customary standards and
explain the legislative framework relevant to such management system
• Explain the purpose and intent of management system
• Describe system requirements
Critical Knowledge for Employees
Enabling Objectives
• Describe the purpose of management system
• Explain the purpose of standards used in the industry, how they interrelate and the benefits to
organizations of using standards
• Outline the purpose of PRPs
• Draw the logical sequence for the application
• Summarize briefly the Legislation
• Outline the content of Standards
• Determine conformance of a Management System
Critical Knowledge for Employees
Training Methods
• Training environment conductive to effective learning
• Courses based on the learning cycle
• Courses comprise of a variety of learning methods
• Our courses hasn’t rely on tutor presentation to teach knowledge-based learning objectives
• Our training method students learning these elements mostly through a process that
requires to complete a task or activities to produce a defined output.
• Timekeeping, planning and programme management are essential in our training programs
Our Training Plan
Our training plan listed as:
• Specific learning objectives
• Training tools needed for the session
• Specific training points that should be covered
• Timeframes
Delivering Training
Methods for Delivering Training
One-On-One Training
• Accounts for the needs of the individual learner
• Offers the opportunity to apply information
• Allows for immediate feedback
• Effectiveness depends upon the trainer’s ability
Delivering Training
Methods for Delivering Training: continued
Group Training
• Training is cost-effective
• Training is more uniform
Delivering Training
Methods for Delivering Training: continued
Demonstrations
Use the “Tell/Show/Tell/Show” model
 Tell them how to do it
 Show them how to do it
 Have them tell you how to do it
 Have them show you how to do it
Delivering Training

Methods for Delivering Training: continued


Role-play
When using a role-play:
 Keep it simple
 Provide employees with detailed instructions
 Explain and model the situation before employees begin
Delivering Training
Methods for Delivering Training: continued
Job aids
Include:
• Written procedures
• Checklists
• Posters

They can be used:


• To train employees
• As a reference back on the job
Delivering Training
Methods for Delivering Training: continued
Training videos and DVDs
Can be used to:
• Introduce information
• Reinforce information during the session
• Review information at the end of the session

To use them effectively:


• Explain to employees what they will learn
• Select stopping points to discuss concepts
• Ask questions afterwards to reinforce content
Delivering Training
Methods for Delivering Training: continued
Technology-Based Training
 Consistent delivery and feedback
 Learner control
 Interactive instruction
 Increased practice
 Self-paced training
Delivering Training
Methods for Delivering Training: continued
Technology-Based Training: continued
 Training records are easily created and stored
 Training can be delivered anytime, anywhere
 Reduced cost
 Supports different learning styles
 Multilingual training
Delivering Training
Methods for Delivering Training: continued
Case Studies
When conducting case studies:
• Provide clear instructions
• Point out the case study’s relevance to the content
• Make sure employees identify realistic solutions
• Carefully facilitate the discussion
Outcome
• Auditing Risks and Control
• Our course test student ability to audit an organization, risk assessment of a relevant product, service and/or process and
determine the appropriate controls.
• Accelerated Learning
• We use accelerated learning approaches because they are more efficient, in terms of speed and depth of comprehension, and
more effective, in terms of long term retention of new knowledge.
• Learning Cycle (There is clear link between Deming’s familiar Plan-Do-Check-Act)
• Experience something
• What they learn and what they still don’t fully understand or can’t do
• Take action t address weak areas
• Learning Styles
• Our session includes variety of different activities to overcome all needs as far as possible
• Session Plans
• We have a very simple and easy session plan to manage effective learning
• Continuous Assessments
• We have a clear link between:
• Session plan—defined & measurable output—activity marking schemes—continuous assessment record

You might also like