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1. TRAINING PURPOSE 2. TRAINING TIME 3. TRAINING LEVEL , JUNIOR/MANAGEMENT 4. NO. OF EMPLOYEES TO GET TRAINING 5. BUDGET 6. FEED BACK 7.USE OF TRAINING AFTER
Good Day!!!
Being Head of Marketing for a good company, and to create a module of training of your sub-ordinates, you should consider following things:
1. Define the PARTICIPANTS for training.
2. Make the list of tasks to be performed by the PARTICIPANTS on the job.
3. Make the list of skills and knowledge needed by the PARTICIPANTS to do the tasks.
4. Set the Training Objectives (skills and knowledge to be taught)
5. Organize the selected skills and knowledge into suitable teaching units (modules) and develop the training design (including brief outlines of module content and planned training methods).
6. Draft expanded outlines of modules, including instructional objectives, main body of text, and descriptions of training methods, examples and exercises.
7. Draft the complete modules, facilitator guidelines, and course director guidelines.
8. Revise and finalize training materials.
9. Make MCQ's sheets for participants to evaluate the level of understanding.
GOOD LUCK
A good Training Module is one which is made just in line with the requirement of your Product/Service/Market ,your People and Organisation.
They are Both Cognitive and Behavioral and the Success will depend upon following
The most important element in a training situation is the trainer. The trainer who is enthusiastic, energetic and genuinely interested in both the subject and getting his or her message across will evoke the greatest response from the trainees. The trainer who lacks interest in training, who has little or no enthusiasm for the subject of the training and who merely goes through the motions of training is a failure. Such a trainer wastes not only his or her own time but also that of the trainees. The inept trainer is quickly identified by the trainees, who react with inattention, lassitude, undisciplined behaviour and absence from training sessions.
Successful training - that which produces the desired result - lies almost entirely in the hands of the trainer. In the trainer's hands lies the heavy responsibility for ensuring that the trainees achieve the maximum possible from the training.
A measure of the success of training is the relationship that develops between trainer and trainees. In a sound, productive training situation there is mutual respect and trust between them, with the trainer taking care to ensure that even the weakest trainee performs to the highest possible level, and the trainees feeling a desire within themselves to achieve. In this situation the trainer is the motivator and the trainees are the motivated.
The module should be designed based on many factors:
1. The trainees : are they seniors or juniors
2. The product or service
3. The purpose of the training
4. The training period
The excellent training module should match between theories and practices, be attractive in design and contents, and is built in a professional way to enable trainees get the maximum of the training.
There are so many books and knowledge available there on this matter, but practially what I do is :
1) How to understand the physiclogical behaviour of customer regarding his, needs & purchasing power.
2) Analysis of purchasing habits of consumers
3) Analysis of other similar products with their mertis & demerits and customer satisfaction
4) How to interact with the customer so that you may give a sharp attention in his memories after you depart.
5) How to explain the services after sales you provide and to understand the consumers need of after sales services.
6) how to keep positive mind while in practical field.
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