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Training Program Structure and Guidelines

The document outlines a training unit that includes a table of verbs, nouns, and related persons, along with exercises for filling in paragraphs and discussing career advice. It provides a guide for role-playing a phone call to confirm training session details, including participant numbers and fees, while also addressing potential misunderstandings. Additionally, it discusses adjustments to training programs in response to budget cuts, emphasizing prioritization and cost-effective methods.

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8 views5 pages

Training Program Structure and Guidelines

The document outlines a training unit that includes a table of verbs, nouns, and related persons, along with exercises for filling in paragraphs and discussing career advice. It provides a guide for role-playing a phone call to confirm training session details, including participant numbers and fees, while also addressing potential misunderstandings. Additionally, it discusses adjustments to training programs in response to budget cuts, emphasizing prioritization and cost-effective methods.

Uploaded by

lam.nh.icst
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

UNIT 2: TRAINING

1. Completing the Table:

Verb | Noun | Person

 train | training | trainer / trainee

 employ | employment | employer / employee

 apprentice | apprenticeship | apprentice

 allow | allowance | -

 educate | education | educator

 intern | internship | intern

 qualify | qualification | -

 place | placement | -

 advise | advice | advisor

 graduate | graduation | graduate

2. Filling in the Paragraphs:

Falak's paragraph: 6. training

1. internship Rachel's paragraph:

2. technique 7. placement
8. industrialist
3. development
9. allowance
4. advice 10. graduation
11. employment
5. qualifications

3. Discussing the Questions:

1. What advice would you give someone embarking on a career in your field of work or
study?

o Gain practical experience through internships or apprenticeships.

o Network with professionals in the field.


o Focus on building both technical and soft skills.

2. In Germany, there are 340 recognized trades with apprenticeships. What kind of
apprenticeships are the most popular in your country?

o (Answer will depend on your country. For example, in some countries, IT,
healthcare, or manufacturing apprenticeships may be popular.)

3. What can be done to encourage young people to take up vocational training?

o Promote vocational training as a respected career path.

o Offer financial incentives or scholarships for apprenticeships.

o Provide clear career progression opportunities.


A guide to role-play the phone call activity and effectively check, confirm, and correct
information based on the provided materials:

Step 1: Introduce Yourself

 Mel Van Der Horst: "Good morning, this is Mel Van Der Horst, Training Manager at
Ashley Pharmaceuticals. I’m calling to finalize the details of our upcoming training
sessions."

Step 2: Confirm Existing Details

1. Organisational Skills:
o "I see that the Organisational Skills session is scheduled for 26 participants on the
15th of May, half-day (p.m.). Is that correct?"
o Use confirming phrases like: "Can I just check that?"
2. Leadership Skills:
o "I noticed that the Leadership Skills session has been cancelled due to insufficient
interest. We are replacing it with Effective Communication. Could you confirm
the number of participants and the date for this?"
3. Assertiveness Training:
o "The Assertiveness Training session is set for 30 participants on the 23rd of May,
half-day (p.m.). Is that accurate?"
4. Team Building:
o "For the Team Building session, I have 21 participants scheduled for the 30th of
May, full day. Is that correct?"

Step 3: Confirm Fee Schedule

 Based on the provided chart:


o "For the fees, I’d like to confirm:
 For sessions with up to 12 participants: $900 for a half-day and $1,600 for
a full day.
 For up to 20 participants: $1,500 for a half-day and $2,800 for a full day.
 For up to 30 participants: $2,200 for a half-day and $4,300 for a full day.
Is that all correct?"

Step 4: Clarify Unclear Details

 Use the clarifying phrases if the trainer provides information that is unclear:
o "Would you mind repeating that, please?"
o "Could you clarify what you meant by …?"
o "The date for Effective Communication was …?"

Step 5: Correct Any Misunderstandings

 If there is a discrepancy:
o "No, I meant to say that the Effective Communication session should have 20
participants and be scheduled for the 25th of May. Is that possible?"
o Use phrases like:
 "Not exactly, I said/meant that …"
 "Actually, what I meant was …"

Step 6: Close the Call

 "Thank you for confirming these details. I’ll update my records and follow up if there’s
anything else. Have a great day!"

Exercise E: Role-play for Training Manager and Freelance Trainer

Task: Finalize the courses by checking, confirming, and updating the details.

Key Points for Student A (Mel Van Der Horst - Training Manager):

1. Organizational Skills:
o Update the number of participants to 26.
o Confirm the date: 15 May, half-day (p.m.).
2. Leadership Skills:
o This course is cancelled. Replace it with Effective Communication.
o Confirm the numbers and date with the freelance trainer.
3. Assertiveness Training:
o Confirm the updated number of participants as 30.
o Confirm the date: 23 May, half-day (p.m.).
4. Team Building:
o Confirm the number of participants as 21.
o Confirm the date: 30 May, full day.
5. Fee Schedule:
o Reconfirm fees based on the number of participants and session duration:
 For 26 participants (Organizational Skills): $2,200 for half-day.
 For 30 participants (Assertiveness Training): $2,200 for half-day.
 For 21 participants (Team Building): $2,800 for a full day.

Key Points for Student B (Freelance Trainer):

1. Clarify and confirm details with Mel:


o Check if the new course, Effective Communication, replaces Leadership Skills.
o Confirm the number of participants and date for this course.
o Verify all fee calculations based on participant numbers and session durations.
2. Use phrases from the useful language section to clarify or correct
misunderstandings.

Task 1: IT Project Manager (UK and Ireland)

Questions to Answer:

1. How long and what form should the training take?


o Suggested duration: 1-2 days, depending on complexity.
o Form of training: Combination of instructor-led sessions and on-the-job learning
for practical application.
2. Can the training be done internally?
o Assess whether internal IT staff have sufficient bandwidth to handle the training.
o If not feasible, consider outsourcing to a professional training provider or hiring
temporary trainers.
3. Alternatives if training cannot be done internally:
o Virtual training modules to reduce travel and time commitments.
o Group training sessions with external trainers.

4. Support for the IT help desk post-training:


o Outsource help desk support temporarily.
o Assign some non-critical tasks to trained staff to alleviate pressure on the IT help
desk.

Breaking News: Budget Cuts

Task: Adjust the training programme to accommodate a 25% budget cut.

Steps:

1. Prioritize Critical Training:


o Focus on essential skills training, such as IT and leadership.
o Postpone or cancel non-essential training sessions.
2. Use Cost-Effective Methods:
o Shift to virtual or hybrid training to reduce travel and venue costs.
o Use in-house trainers wherever possible.
3. Reduce Training Scope:
o Shorten training durations (e.g., half-day sessions instead of full-day).
o Limit the number of participants in each session.
4. Collaborate with Departments:
o Identify which departments require urgent training and allocate funds accordingly.
o Seek alternative resources, like online courses or shared training programs.

Common questions

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Practical experience through internships or apprenticeships is recommended because it provides hands-on learning, applies theoretical knowledge, and fosters a deeper understanding of the field. This approach helps newcomers build a professional network, develop both technical and soft skills, and enhance employability. Employers often prefer candidates with practical experience, thus facilitating smoother career progression and opening more job opportunities .

Training fees vary by participant numbers and session duration: for sessions up to 12 participants, the fee is $900 for half-day and $1,600 for full-day; for up to 20 participants, $1,500 for half-day and $2,800 for full-day; and for up to 30 participants, $2,200 for half-day and $4,300 for full-day. Higher participation and longer sessions increase costs, requiring budget monitoring to ensure financial resources are allocated efficiently according to organizational needs .

Virtual training modules offer flexibility and reduce logistical constraints of in-person training. They can accommodate larger audiences, overcome geographical barriers, and include interactive elements for engagement. When internal resources are limited, virtual sessions can serve as effective substitutes by providing consistent content delivery and allowing for self-paced learning. However, they may lack networking opportunities and immediate hands-on practice, necessitating a balanced approach with blended learning solutions .

Organizations can temporarily outsource help desk support to manage increased workload post-training. Assigning non-critical tasks to trained staff alleviates pressure, allowing them to apply new skills while maintaining efficiency. This approach supports a sustainable transition, ensuring continuous help desk operation without compromising service quality .

Classifying roles into verbs, nouns, and persons can streamline training programs by clarifying responsibilities and outcomes. For example, 'train' as a verb refers to the action of training, 'training' as a noun specifies the process or program, and 'trainer/trainee' as persons represent the active participants. This structure helps in developing targeted content for different phases or actors in a training program, ensuring clarity and focus on objectives .

Role-play exercises effectively simulate real-world scenarios, allowing training managers to practice confirming and updating training details. This method improves communication skills, enables participants to practice clarifying misunderstandings, and ensures details such as participant numbers and training dates are accurately confirmed. Role-play helps build confidence and competence in handling potential miscommunications in actual settings, thereby enhancing overall training effectiveness .

Replacing traditional leadership courses with effective communication training could shift focus from hierarchical management techniques to fostering a collaborative work environment. This substitution might lead to improved teamwork, employee engagement, and conflict resolution skills. However, it could also risk missing out on structured leadership development necessary for managerial roles. Balancing both through integrated modules could be more beneficial .

Financial incentives, such as scholarships, reduce the financial barriers to entry for vocational training, making it more accessible. Highlighting clear career progression opportunities ensures that young people see a viable long-term career in vocational paths, countering the perception that such careers are limiting. This can make vocational training more attractive, leading to increased enrollment and addressing skills shortages in various industries .

To optimize a training schedule under a 25% budget cut, prioritize essential skills training such as IT and leadership, either postponing or canceling non-essential sessions. Cost-effective methods like virtual or hybrid training reduce travel and venue costs. Use in-house trainers to minimize expenses and shorten training durations to half-day sessions. Limit participation to manage resources efficiently. Collaborate with departments to identify urgent training needs and allocate budget accordingly, considering alternative resources such as online courses .

Vocational training can be promoted by changing societal perceptions to view it as equal to academic pathways. This could involve showcasing successful career outcomes of vocational training graduates, offering financial incentives or scholarships, and ensuring clear career progression opportunities. The benefits include reducing unemployment, addressing skills shortages in critical sectors like trades, and providing practical skills that directly correlate with job market needs .

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