The importance of Selection and Training of Trainers is explained in this presentation. It helps to identify the components required for successful trainers, as a part of Effective HR. The procedure involved in the selection and the factors that enhance the credibility of trainers are discussed and presented here. For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR Join us on Facebook: http://www.facebook.com/welearnindia Follow us on Twitter: https://twitter.com/WeLearnIndia Read our latest blog at: http://welearnindia.wordpress.com Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP

1. Welingkar’s Distance Learning Division
Effective HR
CHAPTER-6
Selection & Training of Trainers
We Learn – A Continuous Learning Forum

2. Objectives
• After completing this chapter, you should be
able to:
– Appreciate the importance of selection and
training of trainers.
– Identify the competencies required for successful
trainers.
– Learn the procedure involved in the selection of
trainers.
– Understand the factors that enhance the
credibility of trainers.

3. Meaning and significance of trainers
• The typical trainer’s job used to be fairly
straightforward in the past.
• His or her main responsibility was to impart
standard work-related material to each new
batch of employees.
• Sessions were held in classes for fixed periods of
time and used many of the same teaching
methods commonly used in high school or
college classrooms.
• At the end of each session, the new recruits were
tested and then sent off to do their jobs.

4. Meaning and significance of trainers
• Technology offers
trainers new tools for
company training
• But it is important that
programs.
trainers know how to
effectively integrate
yesterday’s training
methodologies with
today’s technological
marvels.

5. Meaning and significance of trainers
• Outsourcing can be a cost-effective way to
address training requirements as needed.
• Effectiveness of the trainer is largely
responsible for the success of any HRD
program.
• Therefore trainers should be selected and
trained scientifically so as to enhance the
effectiveness of learning programs.

6. Traits of successful trainers
Successful trainers are
Performance
excellence
Trainers are the
excellent performers in
whichever field they
come from.
An average performer can neither
visualize excellent performance
nor become a role model for the
trainees to emulate.
Communication
excellence
Successful trainers are
excellent
communicators.
Their messages are so powerful
and appealing that even the most
distracted individuals are forced
by their own self-motivated urge
to become attentive.
Service orientation Successful trainers are
oriented towards
selflessly serving the
learners to see the
progress in the latter.
They believe in the empowerment
of everyone through learning
rather than the bondage of
knowledge.

7. Competencies of trainers
• The competencies identified in Models for HRD
Practice by McLagan in 1989 and later adopted as
a definitive model of competencies by the
American Society for Training and Development
(ASTD) are as under:
–
–
–
–
Technical competencies
Business Competencies
Interpersonal Competencies
Intellectual Competencies

8. Competencies of trainers
• Technical
competencies:
– Adult-learning
understanding
– Competency
identification skill
– Electronic-systems skill
– Media selection skill
• Business
Competencies:
– Budget and resource
management skill
– Business understanding
– Organization behavior
understanding
– Organizationdevelopment theories
and techniques

9. Competencies of trainers
• Interpersonal
Competencies:
–
–
–
–
–
Coaching skill
Feedback skill
Negotiation skill
Questioning skill
Writing skill
• Intellectual
Competencies:
– Data-reduction skill
– Information-search skill
– Visioning skills

10. Steps involved in hiring and training
trainers
• The steps involved in hiring and training trainers
are as under:
– Vacancy identification:
• The training manager should identify the need for hiring
trainers.
– Job analysis and competency mapping:
• Job analysis brings out the job description and the job
specification.
– Estimate the cost and obtain sanction:
• The training manager should estimate the cost involved for
hiring, training and retaining trainers

11. Steps involved in hiring and training
trainers
• The steps involved in hiring and training
trainers are as under:
– Recruitment and Selection of Trainers:
• Recruitment involves communicating and motivating
qualified persons to apply for the job.
– Training the trainers:
• Trainers require both domain expertise and training
delivery skills.
• All trainers are required to be trained in the areas in
which they are deficient.

12. Factors that enhance credibility of
trainers
• Trainers are professionals.
• In order to maintain professional credibility they
should conduct themselves as role models.
• Credible trainers always command attention and
respect from trainees.
• They are seen by others as reliable, honest and
straight-forward.
• If trainers do not have credibility, the trainers may
not take the sessions seriously.

13. Factors that enhance credibility of
trainers
personal conduct
subject expertise
There are basically four factors
which determine the credibility of
trainers.
delivery/facilitation skills
social practices or
interpersonal relations

14. Personal conduct
• Personal conduct includes one’s actions and
appearance.
• The trainer should project himself as a
professional and be a role model.
• Personal conduct involves use of
–
–
–
–
–
positive qualities like sincerity, honesty,
straight-forwardness,
open to accepting one’s own mistakes,
accepting feedback from other,
helping others and seeking help from others.

15. Social practices
• Social practices are essentially the behaviors and
beliefs in dealing with others.
• Trainers should believe in the capacity of
individuals for learning.
• Trainers should uphold the dignity of trainees as
individuals and not treat them as members
belonging to any group.
• Trainees have no regard for arrogant trainers.
• By having acceptable social conduct, trainers can
create an environment of mutual trust and
respect.

16. Social practices
• A trainer should:
– Be polite while dealing with trainees.
– Be empathetic to the problems of trainees.
– Learn to disagree without hurting the sentiments of
others.
– Pay equal attention to all trainees.
– Do not project himself as favoring a few trainees and
unsympathetic to others.
– Respect and tolerate others’ point of view.
– Have consistency in thought and actions.

17. Subject expertise
• Subject expertise refers to
one’s knowledge of
domain areas.
– For example, a trainer in
the banking industry
should have thorough
knowledge of banking law
and practices in India, the
Reserve Bank guidelines,
the credit procedure and
foreign exchange
regulations.
– Mastery can be attained
only by constant practice.
– A novice can prepare and
present a talk using audiovisual gadgets, but the
reality of the expertise
comes out when he has to
satisfactorily answer the
questions of trainees.
– There is no short-cut to
mastery of the subject,
except by experience and
practice.

18. Facilitation skills
• Facilitation means enabling or empowering
others to help themselves.
• Facilitation skills are as important as subject
expertise.
• Facilitation skills of trainers include their
capabilities for understanding the learning
needs of individual trainees and devising
elective solutions to meet those needs.

19. Facilitation skills
• Trainers must know how to use different
learning approaches and which approach will
suit in any particular situation.
• Professional trainers know when to use
lectures, games, demonstrations or any other
activities appropriately.
• They know when to ask trainees to follow the
instructions and when to allow them

20. Facilitation skills
• Some of the important issues in facilitation
skills are enlisted below:
– Handling questions in training
– Answering questions
– Training Motivation
– Incorporate Adult Learning Styles
– Time Management
– Frames of reference
– Communication Skills

21. Facilitation skills
• Some of the important issues in facilitation
skills are enlisted below:
– Handling Diversity
• Trainers have to handle trainees from diverse
backgrounds and under different situations.
• Trainees differ on several issues like their culture,
education, experience, subject of study, geographical
location, language, learning styles, personality types,
prejudices and personal problems.

22. Facilitation skills
Trainee
Type
Challenger
Description
How the trainer
handles
Should be calm, not be
defensive, should
answer the question. If
Question the value the trainee is not
of trainer, the
convinced then trainer
materials provided, should call him
the aids used and
privately and ask him to
the very training
cooperate. If this fails
environment
the trainer can ask him
to leave the trainer and
may report the matter
to HR department

23. Facilitation skills
Trainee
Type
Late-comers
Description
How the trainer
handles
Explains the rules of late
These trainees think
coming. He/she can get
that it is their right
a gift/prize for
to come late and
attendance and
give many reasons
punctuality. Trainer may
like poor roads,
talk to the habitual
traffic, failure of
latecomers privately and
alarm clock etc. for
inform them about the
coming late
consequences

24. Facilitation skills
Trainee
Type
Whiners
Description
How the trainer handles
These are the
trainees having
habit of
complaining
about anything
and everything.
They shift the
focus of training
by their
complaints and
grievances.
Should decide quickly
whether whiner’s complaint
should be addressed or
ignored. Ideally, such
complaints should be
deferred and answered on a
one-on-one basis during the
break time. The trainer
should not promise to redress
the grievance of the whiner if
he is not competent to do so

25. Presentation Skills
• Effective presentation skills are essential for
effective training.
• Mastering effective presentation skills will help
trainers to speak sequentially and meaningfully in
a manner liked by most of the trainees.
• The aspects on which the trainer should focus in
presentation skills are:
–
–
–
–
Voice
Enthusiasm
Speed of speech
Distracting vocalizations

26. Organizing the Training Content
• Trainers should organize their training content
and props well in advance sequentially to ensure
smooth transition at each stage of learning.
• Effective trainers will always ensure that training
content matches the training objectives.
• Trainees will instantly point out if the content of
the session does not match with the training
objectives.

27. Organizing the Training Content
• Normally the content should be organized in
the following order:
Overview of
the session
Transitions
Avoid
digressions
Gauge the
understanding
Summarizing