Train the Trainer

Training That Transforms - A Quality Approach

Andrea Darrow Selina Bailey
Senior Manager, Senior Quality and
Quality and Compliance Compliance Specialist
 Agenda

Quality as a The Importance Building Expertise:

Service of Training Effective Trainers

Enhancing Trainee Training Tools & Questions

Engagement Considerations
• Learning Styles
• The Training Life Cycle
Technique
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Quality as a Service
Quality As a Service

• Define Regulatory
requirements Gap
• Compare requirements Assessment
to current systems
• Identify Action Items
• Build plan based on Action
Items
Compliance • Implement Quality Systems
Program • SOP Writing
• Training Services
• Prepare for audit Inspection
• Support during audit
Support
• Defense support after
audit

QA
• Audit Services*
Associate • Maintain Quality System
• Vendor Management
• Continuous Improvement
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Our experienced MMS colleagues can support your training needs

Create and develop a robust Quality program through:

• Gap assessments
o Identify the gaps and provide effective solutions
• SOP and Template development
o Accurately reflect company functions and be user
friendly
• Creating custom-made training
o Support the compliance of staff and company
standards
• Training of staff in a variety of formats
o Assist in staff development in the best format for the
company
• Train in-house staff to be effective trainers

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The Importance of Training
What is Training

Learning is the acquisition of skills and knowledge through training, education and
experience.

Training seeks to impart a set of skills with a specific outcome, without the necessity
of the trainee to understand why they need to act in a specific way.

Both are linked so let’s look at the differences

RQA 2015 publication Management of the training and competency of personnel in GxP and research environments

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Learning Versus Training

Learning Training

• Engaging the individual to build skills and • A structured experience usually correlating to
knowledge specific areas of an individual's role
• Ongoing process for employers and • Teach the individual how to perform specific
employees tasks e.g. Induction sessions for new staff,
regulatory training
• Long term process of taking in information
and retaining it e.g. on the job training

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www.aihr.com
The Importance of Training

Company staff are the most valuable

resource; As such training needs to be
robust to ensure they:
• Perform effectively
• Are competent
• Continue to develop professionally
• Ensure employee growth and satisfaction

Effective training positively impacts staff

behavior and values as well as augments
Company Culture

RQA 2015 publication Management of the training and competency of personnel

in GxP and research environments 9
Building Expertise: Effective Trainers
Gaining Expertise as a Trainer

‘Feel the Fear and do it Anyway’.

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Effective Trainers: Presenting the Training

Allows trainees time

and space to think
Are flexible,
and practice new
enthusiastic and
skills and process
patient
new information
from the training
Involves trainees in
the sessions and
Deal with group values their
dynamics, including knowledge and
any challenging experiences and uses
behaviors this to enhance the
training experience

Excel at using their Includes appropriate

own body language training activities and
and reading that of varies training
trainees approach

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Effective Trainers – Planning the Training

Effective trainers invest in the training they present:

• Incorporating performance issues into the training
• Clarify trainees’ knowledge before the training
• Imparts knowledge and thoroughly know the training
topic
• Understand organizational and regulatory expectations
• Creates a training plan mapping the entire training
session
This results in the trainer using the most effective training
methods to meet the training objectives

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Effective Trainers: Evaluating the Training

Measure trainee skills as they progress

Continually assesses learning effectiveness of training

Training is learning process; each training session is an

opportunity to learn for the trainers as well as the trainees
to ensure a successful outcome.

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Enhancing Trainee Engagement
Learning Styles: Knowles’ Adult Learning
Identified 5 characteristics for adult learners:

Learn and
Self-directing devote energy
on a daily issue

Increased
Why should Wealth of Self-esteem as
I Learn this? Experience a motivation

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Learning Styles: Kolb versus Honey and Mumford

• Kolb “learning in the process whereby knowledge is

created through the transformation of experience”
• Honey and Mumford based their ideas on Kolb’s theory
o “our …stages in the learning cycle originated from
the work of David Kolb. Kolb uses different words
to describe the stages of the learning cycle and
four learning styles......The similarities between his
model and ours are greater than the differences.”
• In essence:

Reflector - Diverger Pragmatist - Converger

Theorist - Assimilator Activist - Accommodator

Honey and Mumford 1986

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Learning Styles: Kolb versus Honey and Mumford
Accommodators / Activist
Activist
Concrete experience, Active
experimentation
Accommodators
Doing and Feeling

Convergers
Pragmatist

Feeling and
Doing and

Divergers

Reflector
Watching
Convergers / Pragmatist

Thinking
Diverger / Reflector:
Practical application of Concrete experience,
theoretical information Reflective observation

Assimilators
Watching and
thinking
Assimilator/ Theorist
Reflective observation,
Abstract conceptualization
Theorist
Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. Englewood Cliffs, NJ: Prentice Hal 18
“
I hear and I forget.
I see and I remember.
I do and I understand.“

-
Confucius

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Training Lifecycle Technique
What are the stages in the Training Life Cycle?
1
Identify the
training
needs

Evaluate Develop
5 the Learning 2
Training Objectives

Deliver Design
the the 3
Training Training
4
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1. Identify Training Need
A training needs analysis can assess the specific training that is
required (the gap) versus the current skill and knowledge levels

2. Develop Training Objectives

Be specific in what the training objectives is. Use the SMART model:

S specific-Be succinct and include 1 item per objective

M measurable- Select the expected result and the terms to measure in

A Attainable- Be realistic in what can be achieved

R Relevant-Make the objectives relatable to the training

T Time Bound-Select a Timeframe

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3. Design the Training

• Choose the best format for the training and include activities
• Create a plan for the training-map introductions, ice breakers
and activities
• Know your time limit. Prepare slides with enough time for
questions
• Organize the information with a logical flow to absorb the
audience
o Choose your title appropriately
o Have a clear but short Introduction and use an Ice
Breaker
o Segment the training into appropriate sections including
breaks and summarize at each section end
o Ensure the body of the presentation is clear and concise
o Conclusion: reiterate main points for the take home
messages

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4. Deliver the Training

• Identify the best presenter(s) including a back-up

• Start and finish the session on time and set session
ground rules
• Plan your introductions and ice breakers
• Be enthusiastic, confident and use open communication
• Speak clearly at a volume, pitch and pace easily
understood
• Listen to a question fully from the trainee and answer
fully if further time/research is required
• Be proportionate and specific with praise-trainees
remember the feedback trainers provided - this impacts
on the effectiveness if the training

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5. Evaluate the Training: Kirkpatrick’s
Four Levels
Level 1 • Measures trainee feedback immediately after training
Reaction • Surveys, Questionnaires

• Measures the learning that has occurred immediately

Level 2
after the training
Learning • Trainee self assessment or assessment

• Measuring if the skills and knowledge are implemented

Level 3 • Observation, questionnaires, discussion with line
Behavior managers

Level 4 • Measures impact

Results • Metrics - Quality, Time, Costs and customer satisfaction

Training by Elaine Biech

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Types of Training: Tools and
Considerations
What do logistical considerations mean?
For training sessions virtual or face to face,
what are the practicalities that are required?

Environment Format IT

Props Timings

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Interactive Training Tools and Visual Aids

• Brainstorming - group discussion to generate

ideas to a question/problem
• Videos-clips to reinforce points or start a
discussion
• Discussions as a whole group on a topic
• Break out sessions as a small group
• Scenario role play-explain the background, assign
the roles i.e., is someone playing an auditor on an
audit
• PowerPoint® presentations-follow the general
design rules
• Flipcharts-great for documenting discussion
points and views

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Training Activities: Considerations

• Think about the purpose of the activity

• How the activity links to the Training objectives
• Time-How long will the activity take?
• Is it interesting for the trainees?
• Can all trainees at all levels contribute?
• Appropriate for group size
• Provide clear instructions
• Debrief trainees afterwards

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Any questions?
Thank you
About MMS
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with a proven, scientific approach to complex trial data and regulatory submission challenges. Strong
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