Shiv Prasad Joshi
“And, of course, method is very important as is a high-quality specialist (trainer) working with you to keep you going in the right direction for your improvement and to help create results.”
“I’ll introduce you to our learning and development manager,” is a usual statement for us to hear, but it is not always clear what the role involves or what skills the person doing it might have. A trainer adds many strings to his bow, as he moves form one stage to another. He tend to emerge from the rank of people who have a depth of skills in a craft or profession who wish to pass on what they have learned.The complete trainer is a vital cog in organizational success and, in the present climate, recovery. Many individuals come to training with different ideas and different ‘expert’ path. That is, they are so good and what they do that someone thinks about them, “Hey, you can train other to do this!” And Voila! a trainer is born. Training and development has been considered the most important aspect of the organization today, and as the time changes there is change in the methodologies and in the role of those people who uses these methodologies(Trainer). Change is the need of time and now it’s time to change. There has been discussion from a very long time that what exactly should be the role of trainer, because it changes as per the need of the organization and market.
The problem with most of the folks, who are appointed or selected as a trainer is that they don’t know exactly about their role, that what kind of duties they are going to perform, because sometimes their roles would be ‘global’ as a consultant or manager, and other might be task driven like instructional, designer or presenter. Basically role of a trainer depends on training, as the need changes the role changes.
Traditional Role of the workplace Trainer
As Gold (2001) reports, under an objective perspective, the trainer’s role is to “teach the [participants] a well-circumscribed body of information within a well-defined learning environment” (p. 36). Yeung (2001) nicely summarizes the ways in which traditional training and education have historically been viewed (see Table 1).
Table 1: Traditional and Advance view of learning
| |Traditional Learning |Advance Learning | |Main Source of Information |Teacher and text book |Various Resources on Internet | |Format of Information |Text |Multimedia | |Presentation Format |Linear |Hypermedia | |Interaction Type |Synchronous |Asynchronous/synchronous | |Interaction Space |Time/Space- bound Class Room |Time/Space –free networked world | |Instructional emphasis |Acquiring Knowledge |Building Knowledge | |Objectives |Specific, predefined |General, negotiable |
Source: Yeung (2001, P.7)
Yet there are different studies which have examined required competencies of trainer Rossett and Sheldon (2001) provide a current profile of...