5 Full Days

• The main objective for ICQT is to upgrade the knowledge and skills of the potential Trainer which will enable the ICQT graduate to have all these Key Benefits:
• Recognize the importance of considering the participants (Trainees) and their training needs, including the different learning styles and adult learning principles
• Know how to write objectives and evaluate whether these objectives have been met at the end of a training session.
• Develop an effective training style, using appropriate training aids and techniques.
• Understand the importance of an instruction guide to help a trainer prepare and deliver effectively and consistently.
• Conduct a short group training session that incorporates these training concepts.
• Who should attend? This program ICQT is specially designed for those who wants to pursue the Training as a Professional Career and or does on the job training in their organization.

It is a well-designed based on a unique logical sequence serving its interactive methodology and sharing knowledge and skills between the attendees and the instructor.

Introduction and Course Overview

1. The Training Organization

• The Learning Organization
• Knowledge Management

2. Organization Training challenges into focus

• Integrating training goals with organizational goals
• Organizing the training function

3. A training philosophy and mission

4. Training Drives

• Strategic Training:

Informational Training:

Operational Training:

5. Models of Organization

• Faculty Model
• Client Model

Matrix Model

6. A Training Career

• Competencies
• Roles
• Jobs
• Career

7. The Training Cycle

• Role Analysis
• Needs Assessment
• Definition of Aims
• Development of Learning Objectives

Definition of Contents

Selection of Instructional Methods

Program(me)

Evaluation

8. A Career Profile of the Trainers

• Personality Type
• Education and Knowledge Required
• Values and Attitudes Required

Aptitudes and Abilities Required

Duties and Responsibilities

People-Data-Tools Relationship

9. Benefits

10. Why This Career is AttractiveCareer Outlook

• Why do we need Assessment?
• Systems
• Business Systems Contain Elements
• A Business System Must Perform
• Some Desired Outcomes
• Performance Analysis
• Performance Gaps
• Causes of Performance Gaps
• Another Perspective on Causes of Performance Gaps
• Training Needs Analysis
• Needs Assessment Questions
• A Systems Approach
• Selecting Needs Assessment Methods
• Using an Inventory Checklist to Determine the Cause of the Problem
• Using “Teamwork” to List Possible Solutions to Problem(s)
• Topics
• Selection Advice
• The Needs Assessment Matrix
• Needs Assessment Template: The Flow of Topics
• Conducting a Needs Assessment
• Gap (Objectives-Centred)
• The Scope of HRD Includes
• Training & Development Includes
• Different Training Solutions
• Three Approaches To Getting Employees to Change Their Behaviour
• Needs Assessment
• Reasons For Needs Assessments

• Theories vs. Models
• Learning- what is it?
  • Teaching
  • Learning is the acquisition of information
  • Behaviour
  • Learning is the acquisition of new behaviours
  • Cognitive = Intellectual
  • Learning is the acquisition of insight and understanding
  • Humanists
• Learning Style
• Preferred ways of learning and KOLB learning styles (Experiential Learning Model)
• What learning modality do you prefer?
• Why do people learn?
• Adult learners vs. school children

• Adult learning principles
• Why do People Learn?
• systems approach to training
  • Design
  • The Training Cycle
  • Training
  • System
• Systems design steps
  • Role Analysis
  • Needs Assessment
  • Definition of Aims
  • Development of Learning Objectives
  • Definition of Contents
  • Selection of Instructional Methods
  • Program
  • Evaluation

• Performance
• Program vs. instructional design
  1. Program Development
     • Levels of program development
     • Instructional Design
  2. Curriculum development
     • Eight curriculum issues
     • Curriculum development approaches & models
     • Experience-centred (Developing new ideas or solving complex problems)
     • Opportunity- centred
  3. Training curriculum closes gaps
  4. Instructional design
  5. Assure Model

• Active Learning-Bonwell and Eison
• Maslow‘s Hierarchy of Needs
• Implications for Training
• Training Methods , Advantages and Disadvantages
  1. Lecture
  2. Talk.
  3. Demonstration
  4. Discussion
  5. Brainstorming
  6. Workshops/Roundtable
  7. Buzz Group
  8. Role play
  9. Case studies
  10. Videotapes/VCD/DVD
  11. Games

Training Presentations

• Before training
• During training
• After training
• A good training presentation
• Examples used to illustrate each important concept
• Key points recapped during the summary/conclusion
• A helpful format for a lesson plan
• A helpful format for a lesson plan
• Instructional aids types
• Play the appropriate role
  • Instructor
  • Facilitator

Effective Teaching

• Theories of learning motivation
• Implications of learning motivation for instruction
• The fundamental factors are concerned with an effective teaching
• Developing teaching skills
• Developing teaching skills and the Role and Types of Feedback

Media and Mediated Instruction

• Definition of Mediated Instruction
• Instructional Media and Aids
• Media Appropriate for Use as Instructional Aids
• Done Before Selecting Media
• Requirement of Selected Media
• Used To Refine Media Selection
• Steps In The Media Selection Process
• Assure model
• Multimedia
• Telecommunications Media

Evaluation process

• Course evaluation
• kirkpatrick’s model and evaluating basic course
• Student learning objectives

• What is a training proposal?
  • Prerequisite
  • Considerations

• General Rules

  Requirements for certification: The ICQT(Certified International Professional Trainer) will be offered to Participants attended the full registered days with minimum 80% of the entire program, and a professional demonstration from the attendee during the course which include but not limited to an interactive group discussion and debate regarding the different dimension of the management live case studies and the applied methodology to solve each issue.

• Recertification

  The certification should be renewed every 5 years unless a higher certificate has been obtained.