Powerpoint presentation on coach training for 2022

In this article, we’ll talk about the concept of training to prepare a Powerpoint presentation on coach training.

The training is designed to provide individuals with information and knowledge relevant to their work and the best performance methods, and enhance their skills and abilities, to enable them to use the energy they stored but have not yet found a way to use it. Except for behavior modification and the development of performance methods outside of what individuals have deployed to provide job opportunities and further improvement and development, Ensure that ever-increasing productivity targets are achieved.

So we found that training in this concept helps employees to be effective and competent in their current and future jobs, Moreover, training is the cornerstone of improving staff efficiency in various areas and in all institutions. Kind-hearted.

Training on how the Powerpoint presentation works is not limited to training trainers to provide individuals with new information and knowledge, It also includes:

1. Increase the willingness of managers and supervisors to change and their willingness to lead development with full conviction.

2. Increase and refine the experience of managers, supervisors and individuals, To allow them to improve themselves and qualify them for more responsible work to meet the growing development needs.

3. Provide individuals with knowledge of the principles, management and technical methods of all works and determine their role in achieving the objectives of the company in which they work.

Since every company wants to get the maximum profit possible, This can only be achieved through the optimal use of available resources and capacities, Since the individual is one of the necessary resources and capabilities, Efficiency can be improved and developed through training. Employees contribute to the company’s ultimate goals.

Training strategy for the Powerpoint presentation on trainer training:

Develop and provide the company’s employees with the knowledge and skills necessary to enable the company to successfully provide outstanding customer service, Thus reducing costs and achieving customer satisfaction and the satisfaction of the company’s employees.

Focus on results-oriented training that meets business needs and meets the needs of the company’s customers.

Apply training methods to ensure positive returns (and avoid training methods as an activity).

Achieving career goals for various positions in the company.

Burpoint’s offer of training trainers should include the following objectives:

1- Developing technical capabilities

Develop the capabilities and skills of your company’s technical staff efficiently by focusing on:

Basic courses are held in various technical fields.

Hold recovery classes for high efficiency.

Specialized courses are held on new equipment, installations and systems.

Development of administrative and financial capacities

Organizing inaugural courses in management and finance (management, marketing, finance, Customer service …) To establish the basic concepts of the company’s employees.

Developing the knowledge, skills, techniques and modern management practices of senior managers by holding seminars to focus on basic concepts and develop them to achieve high efficiency and productivity.

Developing leadership skills, problem analysis and decision-making.

3. Focus on training trainers

Training providers and trainers are an important part of the training process and must therefore:

Qualifies trainers for internal and external professional courses

Provide the library with the latest magazines, references and magazines

Providing training

Each trainer reports on new information every six months or every year and conducts a comprehensive lecture on that information so that new information can be passed on to other trainers, Thus exchanging experiences for trainers

Closer relations and cooperation with local and foreign institutions in training and exchange of experiences.

5- Preparing training bags for basic topics.

Who determines the training needs?

Identify training needs for Burpoint’s training offer

A- Analysis of the organization of the company

The training department is here to diagnose actual organizational positions through research and analysis:

Company objectives, organizational structure, policies, job structure, employee characteristics and degree of efficiency by which available resources are used.

B. Work analysis

They are designed to identify the types of skills, information and attitudes required to perform a job and to measure the degree to which an individual meets these requirements. This is done by researching and analyzing a range of elements:

Applicable job descriptions, job specifications at work, job objectives, results areas, performance rates, changes or modifications to these elements.

Analysis of the individual

It is designed to identify the types of information, skills and trends that incumbents need to develop their performance and increase their productivity.

Some problems identifying training needs

1. Speeding up the implementation of training programs, There is no time to wait to determine the actual needs.

2. Training programs focus on quantity, not quality

3. Management’s lack of interest in the importance of identifying training needs

4. Repeat the same training program for many training programs.

5. Training requirements have not been identified in the form of limited training objectives (quantity, time and quality).

6. Training officials has difficulty collecting and analysing information

7. There is no way to distinguish between training and other issues, What is the use of training, for example, when the employee does not fit his or her qualifications or work experience?

8. Some employees are not interested in training programs.

Make sure the plan is implemented with a focus on the following factors:

Train trainers in training methods and prepare them for training.

Documentation and registration: Through a specially designed computer program, Each employee is carded showing the courses he has enrolled and the courses he is scheduled to attend.

Development of training plans (training planning)

And when developing the training plan, Follow-up stages (implementation and evaluation of the effectiveness of training) must be taken into account. The point here is:

1- Naming the individuals to be trained

2- Determine the type of training to be given.

Determining training needs will reveal whether basic training will be prioritized, or advanced specialized training, Or resuscitation training, Or retraining, Among other things.

3- Locating training

Determining the duration of training

5- Software design and courses

6- Attention to educational means

The cost of training

Calculating the costs of training for the work of the Burpoint presentation on the expected training of trainers and comparing them with returns may be one of the most difficult things in the training process, There is no direct financial return that can be measured.

(The rule here is to train according to certain needs to achieve a particular goal.)

Evaluation of training

Evaluation is a process aimed at measuring the effectiveness and efficiency of a training programme and the extent to which it achieves its stated objectives, Highlighting its strengths and weaknesses by:

1- Assessing the efficiency of the training process steps

Ensuring that training programs are completed, Including assessment of training needs, And evaluate the design of the program, And assess the competence of the coach, and evaluate students’ learning, And evaluate the method of training.

Evaluating the achievement of applied training objectives

To ensure that the impact of training (skills, knowledge and behaviors) is transferred to the reality of work, Using this data to improve staff performance, Thus increasing the efficiency of the overall performance of the company.

Stages of the training evaluation process

Pre-training

This phase is reflected in the determination of the assessment of training needs and the design of the training program. In here The identification of training needs is analysed to determine the actual need for training and to ensure that training needs are linked to the company’s objectives and policies, and try to predict the returns of training on the company and the job at this stage, Choose the right program or choose the program or programs that suit your company’s training needs.

B- Stage during training

The evaluation process at this stage is carried out in the following ways:

Evaluating the steps of implementing the training plan, Including evaluating the means used for training, The time and allocation of the dedicated training, methods and techniques used in training, And so on. When there are any deficiencies, Evaluation helps correct the planned path.

2- Assessing the performance of the trainer and trainee during the implementation of the project, Including measuring the achievement and performance of the trainee, and understand how responsive they are to the knowledge and skills they offer them, Their relationship to the tasks and responsibilities of the project. The field of work. The role of evaluation is to correct the planned process based on the requirements and capabilities of the trainee.

At this point, The coach’s performance and competencies are assessed. This is because substandard trainers have the skills to implement the programme in the first place, This will lead to the failure of the programme to provide trainees with the required functional skills, Even with the best programs, competencies, means and training equipment.

Perhaps one of the benefits of evaluating trainers is to set criteria for selecting and selecting future trainers, In addition to the automatic benefits of avoiding program failure and replacing the coach with a more capable coach.

Post-training

This phase focuses on two types of assessments:

1- Evaluation of trainees after the end of the program

Here, the trainee evaluates the training program, which includes the objectives of the program, training topics, training methods, methods used in training, program time, duration of the program, training room, trainer abilities, etc.

Since the trainee is the first target of the training process, This factor is a key factor in the development of training concepts and strategies and decision-making of change, His observations and provisions are therefore necessary inputs when evaluating training programs, While monitoring and evaluating students. Objectively.

Assessing the impact of training

This part of the post-training assessment is the ultimate goal of the evaluation process, Since the aim of the training is to increase the efficiency of workers, Thus increasing and developing the company’s outputs.

Training program design steps

The conclusion of the training on the Powerpoint presentation on coach training:

In order for the training department to achieve the making of the Powerpoint presentation on training trainers its objectives and to identify the training needs properly and in a timely manner, It is necessary:

1. The department understands the company’s future plans (new services that the company intends to provide).

2. Continuous laboratory modernization.

3. Focus on training trainers.

4. Allowing lecturers from outside the company to hold courses and seminars in the training department (especially in administrative and financial matters).

5. Provide staff for the department (especially the training programs section).

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