The reason why governments and companies assign employees to training and development programmes is to improve their employees’ performance. Not only is training a benefit to the employees, but also to the governments and companies strategic investment plans. Those training advantages could be noted as follows:
- Effective training guarantees the strengthening of self-development, as well as the formal evaluation that speculates the career evolution.
- As employees tend to be more loyal to companies that provide training and focus on staff improvement, companies that offer regular training can count on long-lasting employee retention.
- Business experts and experienced business leaders always praise the interpersonal skills training as much as they glorify industry oriented trainings.
But perhaps the most important element that makes all the above objectives possible is having a good trainer. Otherwise, training is a waste of time and money with no achievable objectives. This fact motivates teaching and training experts to standardize a vast framework of teaching and training methodologies to make the training arena much livelier and more fruitful.
Training/Teaching Pyramid
As teaching/training objectives differ, teaching approaches also diverge. But they all focus on a qualitative and delicate process known as “The Teaching/Training Pyramid”. All training requires the 3 P’s – Performance, Preparation and Planning.
Nevertheless, this requires trainers of specific calibre who has been well brewed in:
- Communication skills, so that trainers can dynamically develop their trainees.
- Understanding and knowing how to act in the diverse range of training atmospheres that the trainers will probably function in.
- Having the appropriate skills and instructional techniques to authentically expatiate difficult occurrences.
- Managing and running workshops/conferences.
- Skills to administer and manage training groups.
- The ability to search and identify research, theories and practices in relation to different topics.
- Using their trainer’s toolkit e.g. introducing games for different topics, role-plays, video etc.
Are all trainers well aware and efficiently knowledgeable of these agonizing tasks? Do they really adopt the concept of “whatever it takes” when they are assigned to conduct training? Are training departments and centers supervised by skillful trainers, or it is just a management position that requires only managerial skills rather than technical teaching/training skills? Are business owners ready to invest in training their trainers? Why do business owners and training mangers expect trainers to do whatever it takes when they are not ready to invest in training them?
How far could the companies’ objectives be achieved if some or all of the above concerns are true? If they are all true then organizations need to provide their training teams with adequate training.
