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Industrial Technical Trainer Certification
Link to Website
Each training day consists of eight full hours of instruction and skill practice. Trainee trainers must demonstrate competence at the end of the seminar by developing and preparing a simple training session utilizing all of the skills mastered. Trainees are evaluated and certified as technical trainers at the completion of the program when all performance measures have been met.
Day one of the workshop will build the foundation for effective adult learning particularly in terms of adult learning theory and human performance. This is fundamental to understanding how to best transfer job relevant skills and knowledge to adult learners. Day one will end with a discussion of the building blocks of training - those skills needed to break training into manageable parts.
Day two is devoted to preparing supplemental training materials, utilizing training materials, the technical training process and assessing competence after training. Day two will end with a 10-min practice training activity presented by each participant.
Why you should attend:
Traditional classroom training methods that were sufficient to train the worker of yesterday simply can't guarantee consistent standardized performance to meet today's needs. Companies are operating "lean and mean" today and more often than not, do not have the staffing flexibility to hire permanent training professionals - company senior management just does not understand the economics of worker competence. The answer is to build that trainer capability throughout the organization.
An effective internal technical training function does not work without competent technical trainers to administer and oversee the process. This seminar has been designed to be presented to non-professional trainers who have extensive technical experience in their field or craft but have little or no formal experience in transferring technical information in a training setting.
The training of children and young adults in a schoolhouse setting is a much different process than the training of adults in a technical work setting. Not understanding that difference dooms any technical training event to failure before it even begins. Unfortunately, when those tasked with training don't know how to train adults in a work setting they revert back to the training model that they know best....the schoolhouse model that they experienced earlier in their lives.
Training of adults in a work setting must be relevant to what they do, must be efficiently executed, and must include guided/supervised job practice and coaching. That simple combination of requirements and techniques is necessary to effective learning of job skills. This seminar will provide that foundation and build those skills within each participant.
Areas Covered in the Session
- Introduction to Technical Training in the Life Sciences
- Adult Learning Theory and how it Applies to Technical Training
- Human Performance - What it Means/How it Works - and its Relationship to Training
- The Building Blocks of Technical Training - What are Tasks, Standards, Conditions, and Learning Objectives
- Transforming Job Requirements into Training
- Developing Handouts & Training
- Training Presentation Skills
- Practice Training
Who will benefit:
- Training Managers
- Team Leaders
- Anyone in the organization responsible for presenting technical training
Day 1 Schedule
Introduction to Technical Training in the Life Sciences
- Workshop Introduction
- Importance of technical training and its impact on performance
- Performance-Based Training
- Roles, responsibilities, and requirements of industrial trainers/developers
Adult Learning Theory and how it Applies to Technical Training
- Assessment Exercise
- Adult learning principles
- Activity - Adult Learning Principles
- Education versus Training
- Activity - Case Study
Human Performance - What it Means/How it Works - and its Relationship to Training
- Why we do what we do
- Training's impact on performance
- Adult skill/knowledge/performance needs
- 6-cell Performance Model
- Activity - Behavior and Accomplishment
The Building Blocks of Technical Training -- What are Tasks, Standards, Conditions, and Learning Objectives
- Breaking down the job
- Learning objectives
Day 2 Schedule
Transforming Job Requirements into Training
- Determine tasks to be trained
- "Head book" trade-off
- Importance of safety, PPE, GMP's, quality, etc. - integrated into training
- Planning elements
Developing Training Aids and Handouts
- When to develop training aids
- Using SOPs and Work Instructions as Training Materials
- Types of job aids/formats
- Effective use of PowerPoint
Training Presentation Skills
- Six ingredients to a great training presentation
- Deliver the training - overview
- Rehearse your presentation
- Prepare yourself
- Deliver the presentation
- Certifying trainees
Practice Training Activity
Charles H. PaulPresident at C. H. Paul Consulting, Inc.
Charles H. Paul is the President of C. H. Paul Consulting, Inc. - a regulatory, manufacturing, training, and technical documentation consulting firm - celebrating its twentieth year in business in 2017. Charles has been a regulatory and management consultant and an Instructional Technologist for 30 years and has published numerous white papers on various regulatory and training subjects. The firm works with both domestic and international clients designing solutions for complex training and documentation issues.
He has held senior positions in consulting and in corporate training development prior to forming C. H. Paul Consulting, Inc.. He also worked for several years in government contracting managing the development of significant Army-wide training development contracts impacting virtually all of the active Army and changing the training paradigm throughout the military.
He has dedicated his entire professional career explaining the benefits of performance-based training
Please contact Marilyn Turner: Phone: +1 929 900 1853 Email: marilyn.turner [a] nyeventslist.com for registrations
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