IPDC TRAINING - Train The Trainer

IPDC TRAINING - Train The Trainer

• 2.
  Where Our ParticipantsAre From 6 Countries “Training programs were delivered effectively by excellent trainers with high quality standard. IPDC has become our preference and choices for our employee’s training development” Fahrizal Tampubolon, MM Head of APRIL Learning Institute I PT Riau Andalan Pulp and Paper Bangladesh Brunai Indonesia Malaysia Thailand Vietnam Participants have attended our programs since 2001 50.000+ 150+ 95+ Open programs offered each year 1000+Major clients and growing... Independently minded and experienced trainer and facilitators 90+Customized learning soluction delivered “ PROFILE OF IPDC TRAINING INSTITUTE 2
• 3.
  15 YEARS+ ofexcellent intraining High quality standard in process on obtaining ISO 9001 CERTIFICATION 100% Customer satisfaction guarantee TRUSTED by many major corporation in indonesia andregion Learning partner and PREFERRED by many corporation Offer a wideranged but FOCUS applied programs EXCELLENT IN SERVICE EXPERIENCED and caringevent staff Trainers are INDUSTRY-TESTED PROFESSIONALS and PROFESSORS gaining for more than 25 years of professional experience coming from international and national firms and nation’s top universities respectively British Petroleum Indonesia Preferred Training Partner Why IPDC ? PROFILE OF IPDC TRAINING INSTITUTE 3 PT.IPDC Consulting & Advisory | Copyright 2017
• 4.
  Mission To inspire, equipand empower people, through excellent personal development training and consulting by providing comprehensive professional services to our client and building relationships and develop innovative solutions, which help dynamic people and organizations create and realize value. WHAT DRIVES US We have a dedicated impact team that works under our vision, mission, corporate values and passion Vision Being a Recognized Industry Leader Creating Value for Our Clients Providing a Stimulating and Rewarding Work Environment Capitalizing on Opportunities to Strengthen the Company VMV Vision, Mission and Values PROFILE OF IPDC TRAINING INSTITUTE Vision, Mission and Values 4
• 5.
  VMV Vision, Mission andValues Committing Corporate Resources to Benefit our Communities Open and honest communication Recognizing Individual and TeamContributions Respect and Integrity Providing an Enjoyable WorkAtmosphere Superior Client Service Our VALUES Ensure the clients’ satisfaction and moment of truth Making high impact for what we do Facilitate the high quality training programs and the process Focus on what is most meaningful for our clients Our PASSION PROFILE OF IPDC TRAINING INSTITUTE 5
• 6.
  TRAINING CATEGORIES WE OFFERED COMMUNICATIONSKILLS OIL & GAS INDUSTRY TECHNICAL KNOWLEDGE ANDPRACTICE HSE PRE-RETIREMENT PROGRAM (PURNABHAKTI) HUMANRESOURCES PRODUCTION SHARING CONTRACT (PSC), ACCOUNTING, FINANCIAL AND CONTRACTUAL ASPECTS LOGISTIC, CONTRACT, AND SUPPLY CHAINMANAGEMENT PROJECT AND PROCUREMENT MANAGEMENT MANAGEMENT ANDLEADERSHIP PURCHASING & MATERIAL MANAGEtMENT MANAGEMENT OFTRAINING 01 02 03 04 05 06 07 08 09 10 11 12 SECRETARIES ANDOFFICE ADMINISTRATION Current SimilarExperiences (in-house training) IPDC has been facilitating a great numbers of In-house And Public Training Programs for the last 16 years. See our website www.ipdc. co.id (Clients and Gallery) to find out on our experiences Please call us for the copy of contract for fact and data verification on our claimed experiences. PROFILE OF IPDC TRAINING INSTITUTE 6
• 7.
  LECTURE ICE BREAKERSAND GAMES CASE STUDIES AND PROBLEM BASED LEARNING GROUP COACHING GROUP DISCUSSION ROLE PLAY & PRACTICE “It should be Fun, Interactive, and Applied” APPROACH & METHODOLOGY IN DELIVERY A TRAINING Training Delivery Method 7
• 8.
  8 Training Effectiveness Evaluation(The Four Levels of Learning Evaluation by Donald L. Kirkpatrick) Level 1 Level 2 Level 4 Reaction Learning Results Measuring How participants react to the training program Learning can be done through identifying what evaluator wants to evaluate, (i.e., changes in knowledge, skills, or attitudes Final results that occurred because participants already have attended training program. HowtoDoIt? 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 3 Behavior The 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 Training Changes After 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 satisfaction IPDC will only use two levels for Training Effectiveness Evaluation in this program APPROACH & METHODOLOGY IN DELIVERY A TRAINING
• 9.
  9 APPROACH & METHODOLOGY TrainingEffectiveness 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 elements Training Effectiveness Evaluation
• 10.
  10 As part oftraining 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 & METHODOLOGY Deliverable
• 11.
  Duration Max. of 15 Participants inone class to allow better interaction and class simulation Training Participants Location • Option # 1: Client’s Office • Option # 2: Training Room in Hotel APPROACH & METHODOLOGY Course Format 2 Days 11
• 12.
  12 TRAINING AGENDA Overview Learning isessential part for every organizational growth and development. Every world-class institution realize that high quality learning process is what eventually set them apart from the 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 performance needs. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learning framework 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 quality and consistent learning framework and provides the participants a simplified - yet transformative learning experiences. To create a more holistic-transformative performance improvement, trainers work best when he/she is mastering the whole cycle of Instructional Design which is covered in ADDIE Model along with 4-MAT System.
• 13.
  13 TRAINING AGENDA Program Objectives Atthe 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 style’s • 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 participant’s learning process • Propose follow up and action plan according to the result of learning assessment
• 14.
  14 TRAINING AGENDA Agenda Program TopicsHighlights : DAY 1, 2 & 3 The essential role of ‘modern’ trainers nowadays Four learning style, for types of learner and how they process information Assessing learning style and facilitation style Four phases and eight sub-phases of learning cycle Applied NLP in learning process Dynamic-Explorative learning approach Identifying appropriate ice breaker and energizer Expanding delivery enrichment Foundational Competence
• 15.
  15 TRAINING AGENDA Agenda Program TopicsHighlights : DAY 1, 2 & 3 Instructional Design Kirkpatrick’s Model Feedback, Follow Up & Action Plan Understanding Kirkpatrick’s Model - 4 levels of learning evaluation Providing feedback, follow up & action plan ADDIE TNA Converting Result Learning Taxonomy ADDIE (Analyse, Design, Deliver, Implement, Evaluate) Model Conducting Performance Based - Training Need Analysis (TNA) Converting result of TNA into well-formed content of Performance based training Learning taxonomy and learning objectives Learning Competency Measurable Learning Impactful Lesson Plan Assessment Plan Four domain of learning competency Quantitatively measurable learning competency Setting an impactful lesson plan & learning curriculum Design two ways of proper assessment plan: summative and formative