FACILITATOR TRAINING PROGRAM

For Corporate Trainers

Presented by Manny Casas

Table of Contents
Vital Information in the Facilitator Training.1
Facilitator Skills and Instructional Materials2
Management and Technology Tools....3
Issues and Classroom Management4

FAC I L I TATO R

T R A I N I N G

P R O G R A M

Vital Information in the

Facilitator Training

Training program audience

When starting out in presenting this training manual, one of the most important
step in introducing new ideas or concepts is to know the people in the audience.
This is essential as the employees of the organization may possess different
skills sets, experiences and abilities than others. In order for the training to be
effective and a good pace of instruction can be set is to ensure that everyone is
one same page with their knowledge.

Training program goals

When an organization decides to train and use the flexibility of distant training,
the personnel that will be instructing need to possess certain skills.
Communication is on the top of the list for the skills set and element that will
be focused on for this training. The trainer will need to be able to effectively
communicate through writing. Additionally, be able to provide solid feedback
to each employee to make sure they are tracking with the information being
given. As stated the main focus is communication because without it an
employee will not benefit from the training and be warming a seat. The ultimate
goal of this manual is for trainers to understand the importance of
communicating with others in an online environment.

Training program objectives

It is vital to explain in a clear and concise manner to employees the objectives

and the desire results. Being transparent with the program is important and goes
back to the goal of proper communication. Do not short change the program or
the employee; ensure that there are enough objectives that will last three days.
The training should not felt cramped but at the same time it should be filling.
Overall remember the employees are learning and the objectives being
instructed should be measurable. At the conclusion of the three day training, it
is crucial that an assessment is completed. As trainers it is important we are
able to see if the employee learned the introduced material and if the training
program itself is working. A standardized multiple choice with a discussion
essay should be sufficient.

Facilitator Skills and Instructional

Materials

Training materials

Conducting an effective and successful distant training program, it starts with

the right person. There are certain skills and characteristics that are required to
teach a solid training program. As previously discussed in this manual it all
starts with communication, being able to be encourage that open
communication. As the training progress it will require feedback from each
side, the facilitator as well as the students. A good strategy is start would be a
self-assessment to understand what it would take to a great online trainer.
Online group work with other potential trainers as a participator and move to a
leader of the group will prepare for the tasks of training online.
There are certain ways to promote understanding to employees and it requires
knowing theories on how to connect. For instance, a new facilitator needs to
start from scratch no matter their experience in instructing. Online training
takes a specialized trainer that known how to relate their employees through a
computer screen. As mentioned setting a foundation is the key for success and
establishing a method of training. As a new online trainer it is great to have that
concrete experience as an instructor. This will be beneficial overall as there is
an existing task oriented behavior. The new trainer will take the time to learn
from others and conduct some reflective observation methods. The next helpful
step would be to visualize what has been seen and have been taught in regards
to online training. This will be good as a confidence builder and at the same
time provide a direction for the trainer. Lastly, it is time to put all the skills to
test and get that hands on practice. There is no replacement than just jumping in
and doing it.

Management and Technology

Tools
In life and in society, how do we learn something? It is done by watching others
and gaining knowledge through visual and hearing from others on how to do
things a certain way. Better yet, if there is someone who will take another under
their wing and teach, show, and mentor them on how to conduct training, that is
the ideal way to learn. In the field of online instruction, it would be a huge
beneficial step in the right direction if a mentor could show another the ropes.
The mentor would have that needed experience and ability to train others. The
idea behind having a mentor is to illustrate how to engage with the employees.
The mentor should be experienced and have at least several years with a
minimum of five classes under their name. It is important to choose a mentor
with experience as they would be able to detail how a training program should
work. With the set guidelines of what a mentor should have, there will be no
question they know what they are doing and more importantly their training
programs have been successful.
When it comes to seeing if the online training program is successful, the
organization should look no further than the instructor. For starters,
management can review the assessments that would have been given at the end
of the training program as a guide to see how the instructors are doing. It would
be helpful for the organization management to hold quarterly group and
individual meetings to speak with the trainers. This will allow any suggestions
or improvements to be made. Additionally, there will be group work to check
and assess the trainers skills. These measures are vital as trainers are the front
line of training the employees whose work reflects the organization.
The learning platform that the organization uses is the LMS (learning
management system). According to Viswanath (2007) It makes courses
available, makes enrollments and develops its confirmation, checks learner
eligibility, develops reminders of class schedules, records course completion,
develops tests, communicates the completion of the course to the learners
employer and generates follow-up correspondence to the learner.
With the advancements in technology in todays world online training has never
been simpler. Technology has made it possible to train hundreds and do it at
flexible schedule. In order to have interactive communication and
understanding with employees a discussion board such as a computer based
blackboard will open the lines and allow employees to ask and respond
questions and lectures. Additionally, an employee will be able to have private
discussions with the instructor as well as the class. Overall with a blackboard
an instructor can set up basic videos and other learning aids.
In order to assist the trainer and get the employees engaged with the training
the following tools can be used to bring the course to life.

VoiceThread is also similar to the other mentioned tools. An employee can

add actual comments to media, making enjoyable presentations
Myhistro is an interactive method for employees who can add colorful and
fun timelines or allow them to create projects with various images.
Mindflash- Create documents such as PowerPoints, word and even videos,
then distribute to employees and track the progress.

Issues and Classroom

Management
In order to have a successful training program, it is essential to have that open
communication with everyone. This means interactive capability with instructor
and students as well as students with their peers. With our technology, training
can accomplish just that and with ease. There are numerous ways how the
training can be interactive. For example an easy and upfront way for everyone
to communicate is setting up website blogs. This will allow people to comment
and post about the training or ask important questions that will help others.
Another method that could be used and previously mentioned is a classroom
blackboard. Students and teachers can share in depth discussions about the
training. A third useful and probably the most enjoyable one would be the use
of YouTube. Employees and trainers are able to upload videos for others to
view about the class.
Knowing how address the difference in cultures when conducting an online
course is important. There is no face to face interaction or without that direct
interaction it is difficult to know the vast cultures that may be involved in the
training course. Do the best in getting to know the audience. On the other hand
there could be employees that have never been exposed to online training or are
used to a more traditional classroom setting. Patience and strategic methods and
even possibly categorizing the training classes should help alleviate some of the
obstacles.
As in a traditional classroom, there are bound to be issues that arise in an online
environment. One of the main concerns is ensuring that trainers and employees
are giving and receiving feedback about the training. This is one of the only
true ways an employee can communicate. This must be monitored closely as it

can mean the difference on whether or not the employee participates with the
training and has an interest in the material. Another issue that may arise is
inappropriate post or any online taunting among employees. There must clear
and set rules of online etiquette in place and the facilitator must ensure they are
watching out for this unacceptable behavior.

References
Shankar, Viswanath. 2007. CMS and LMS A Comparison. Retrieved from
http://www.contentmanagementnews.com/cms-and-lms-a-comparison2007-02