draft For your final project, you will be required to create a multimedia presentation about a train-the-trainer program you would design. Your challenge is to create an approximately 10 minute overview presentation about how you would teach future trainers about creating training programs. In addition to content requirements, you must utilize at least three forms of media, which may include PowerPoint, Prezi, sound, etc.. Another requirement will be the inclusion of a downloadable job aid, which can be in the form of a written file or an audio file. As you progress through the course, you will learn both about training and development and some of the technology skills you will need to complete your assignment. In week six you will be required to submit a rough draft of your project for review. This will be graded and returned to you with feedback in time to make adjustments prior to your final submission. Topic Requirements for Program Design: Your presentation should include each of the topics listed below. Discuss \"what\" each topic is and why it is important to program design. Include an overview slide. Selecting and preparing a training site. Choosing trainers. What learning theory will guide the training preparations and implementation? What are a few common options and why are they appropriate for adult learners? How trainers make the training site and instruction conducive to learning. Curriculum road map. Pre- and post-training activities. Program design implications for the transfer of learning. o Why types of activities will be used: formal education, assessments, group projects, elearning, etc.? Levels of management support of training. How do trainers assess a training program's success? Job Aid: Choose one aspect of your presentation about which you will create a job aid. It can be in document form, an infographic (in a document), or a quick podcast. Media Requirements: You must use a combination of any three forms of media/technology to develop your content as well as creating a downloadable job aid. You may consider a video, PowerPoint, Prezi, Audio, etc.. Here are some examples: 1. A Prezi with recorded audio file downloadable job aid in PDF format 2. YouTube video that includes a PowerPoint presentation, audio downloadable job aid in PDF format 3. A Prezi with music and a downloadable job aid that is a podcast. These are just examples, so please be creative. Be sure to see grading rubric before starting the project. Good luck and have fun! .blackboard.com/bbcswebdav/pid-2558807-dt-content-rid-22634704_1/xid-22634704_1">Download and review the assignment and grading rubric here. Final REMEMBER the project is due SATURDAY at 11:59 PM ET. For your final project, you will be required to create a multimedia presentation about a train-the-trainer program you would design. Your challenge is to create an approximately 10 minute overview presentation about how you would teach future trainers about creating training programs. In addition to content requirements, you must utilize at least three forms of media, which may include PowerPoint, Prezi, sound, etc.. Another requirement will be the inclusion of a downloadable job aid, which can be in the form of a written file or an audio file. As you progress through the course, you will learn both about training and development and some of the technology skills you will need to complete your assignment. In week six you will be required to submit a rough draft of your project for review. This will be graded and returned to you with feedback in time to make adjustments prior to your final submission. Topic Requirements for Program Design: Your presentation should include each of the topics listed below. Discuss \"what\" each topic is and why it is important to program design. Include an overview slide. Selecting and preparing a training site. Choosing trainers. What learning theory will guide the training preparations and implementation? What are a few common options and why are they appropriate for adult learners? How trainers make the training site and instruction conducive to learning. Curriculum road map. Pre- and post-training activities. Program design implications for the transfer of learning. o Why types of activities will be used: formal education, assessments, group projects, elearning, etc.? Levels of management support of training. How do trainers assess a training program's success? Job Aid: Choose one aspect of your presentation about which you will create a job aid. It can be in document form, an infographic (in a document), or a quick podcast. Media Requirements: You must use a combination of any three forms of media/technology to develop your content as well as creating a downloadable job aid. You may consider a video, PowerPoint, Prezi, Audio, etc.. Here are some examples: 1. A Prezi with recorded audio file downloadable job aid in PDF format 2. YouTube video that includes a PowerPoint presentation, audio downloadable job aid in PDF format 3. A Prezi with music and a downloadable job aid that is a podcast. These are just examples, so please be creative. Be sure to see grading rubric before starting the project. Good luck and have fun! .blackboard.com/bbcswebdav/pid-2558823-dt-content-rid-22634704_1/xid-22634704_1" alt="">Download and review the assignment and grading rubric here. Train the trainer Title Name of the student Name of the professor Name of course Date submitted Train the trainer Objective: 1.Gain a practical, how-to overview of the entire training function. 2.Through modeling of the best practices and latest techniques in training delivery, discover the 4Ps of training: Purpose & Assessment, Planning & Preparation, Presentation & Facilitation, and Performance & Evaluation. 3.New trainers will gain a strong foundation in critical training skills and seasoned trainers will be introduced to new approaches for delivering powerful training. Train the trainer A train-the-trainer model will be used to assist participants to develop and/or expand their skills to conduct effective trainings that are specifically related to the training needs so desired. The objective is to build a pool of competent, qualified trainers recruited from: staff of the organizations concerned, service sectors, advocacy groups , and grassroots organization and others interested in providing training Train the trainer Selecting and preparing the training site An in house training program with the necessary room space to accommodate approximately 20 trainers An overhead projector along with necessary multimedia tools A well arranged room for easy access by the audience A well prepared lecture and interactive session Necessary writing material, including a feedback form Communication material needed to be circulated Preparation for the training session Train the trainer Choice of trainers Experts from the chosen domain Train the trainer The trainer has a significant role to play in facilitating the learning process and, to play it effectively, he/she should take into consideration the following factors: The participants are self-directing person so to motivate him to learn, the training should be put across to him in a way that is meaningful and relevant to him Case studies, therefore, would be very effective in training trainers who are already experts . If a good case is discussed starting from how a particular object of training and learning is to be done and the audience is taken through the various stages of the actual scenario it makes the entire subject come to life and the participants remember it for a long time to come Train the trainer Adult learner characteristics Adults were not just grown-up children, that they learned best when they were actively involved in determining what, how, and when they learned he pedagogy and andragogy models have a number of implications for trainers. One basic implication is the importance of making a clear distinction between a content plan and a process design. It highlights that the process is more important than the content. Thus, how it is taught is relatively more important than what is being taught Train the trainer Need is a great motivator. Training should meet the training needs of the learner. Meaningful associations between new material to be learnt and the more familiar, facilitates learning. In other words, learning proceeds smoothly, if we move from the Known to the Unknown. The inputs should be sequenced in a manner that it proceeds from the simple to the complex. Learning is an active and voluntary process. Involvement enhances learning, as it inspires the learner to learn. Enough time must be allowed for practicing the learning during the training programme itself for assimilation, testing, acceptance and internalization. Success is a great motivator . Hence, learning is facilitated by knowledge of results, i.e., feedback, given to the trainee on his learning. The feedback should be immediate. Law of intensity . A vivid, dramatic and exciting learning experience is more likely to be remembered Train the trainer Ways of learning Trial and error - by trying for oneself. Being told -by receiving direct instruction, either orally, or in writing. Imitation - by copying the actions of another person, usually an instructor or a skilled person. Thinking - by organizing one's thoughts about a topic or problem to arrive at an explanation or solution Train the trainer Structuring the training event Do what it purports to do - change a trainee's behavior. Treat all trainee's participating in the learning event as individuals: recognize differences in their knowledge, skills and attitudes. Provide sufficient time for each individual to achieve success. Create a learning environment that is pleasant, well organised, free from anxiety and where the trainee will be willing to participate in learning activities designed to bring about the required change(s) in behaviour at work Train the trainer Assessment Determining whether the trainee has acquired the proposed knowledge, skills and attitudes. Determining whether the trainee is now able to perform the task, as per the specified standard. Asking the trainee to comment on the value of the newly acquired expertise in relation to performance of the task and to his or her job in general Train the trainer Michael Armstrong, A Handbook of Personnel Management Practice, reproduced in Personnel in Practice, Currie, Donald: Blackwell Business (Oxford, UK); 1997 Knowles, M. S. 'Andragogy: Adult Learning Theory In Perspective'. Community College Review 5.3 (1978): 9-20. Web