The core of this model lies in clarifying the teaching tasks of each internal trainer and training according to the specific teaching tasks. The main training steps and requirements are as follows: selection: selecting candidates according to the course requirements; Course study: Candidates can skillfully use the knowledge and skills in the course after completing the course exercises, homework and assessment; Course analysis: candidates analyze the course according to the lecture notes or watching the lecture videos, understand the internal relationship between knowledge points and case exercises, and grasp the overall logical relationship of course implementation; Teaching skills training: learning teaching skills in combination with courses to be taught to improve training ability; Course description and guidance: tell the course knowledge points in groups according to the logical relationship between links and transitions, and conduct case exercises. It is required that 80% of the contents can be told without looking at the materials, and be guided by TTT instructors; Audit of course trial lecture: randomly select core knowledge points for trial lecture to ensure that everyone can complete all the course contents independently; Comprehensive evaluation: according to the level of cross talk and trial lecture of candidates, decide whether they are qualified or not.
There are two prerequisites for the curriculum to undertake the training mode: one is to have a complete curriculum, and the other is to have a large demand for curriculum training and a large number of training shifts.
With these two conditions, this training mode is very valuable.
This training mode is more suitable for enterprises with a large number of single positions, such as insurance companies (with a large number of insurance agents training), call centers (with a large number of operators) and retail companies (with a large number of promoters training).
B, coach training mode.
This model provides training and counseling according to the course development tasks that each internal trainer needs to undertake, ensuring that each internal trainer can develop a course and conduct independent training.
The main training steps are as follows: clear tasks: determine the matching of professional courses that need to be developed; Select candidates according to the course requirements; Course development skills training and counseling: first, external consultants train course development skills, and then coach candidates on how to design courses, develop courses and make course documents to ensure the correctness of course content and the professionalism of courseware; Teaching skills training and counseling: learning teaching skills by combining self-developed courses, including opening ice-breaking skills, discussion and case organization skills, role-playing organization skills, questioning and feedback skills, etc. , improve training ability; Course trial and modification: invite target students and content experts to participate in the trial as students, put forward suggestions for course modification according to their own feelings, and modify the course; Audit: The content experts audit the typical knowledge points and cases taught in the course, the course experts audit the course quality and teaching skills, and certify the approved courses and internal trainers to arrange internal training.
The training mode of coach internal trainer is more suitable for professional skills and knowledge for two reasons: first, the external resources of this course are very scarce, and the professional ability of internal experts is very high; Second, there is little demand for this course and few training courses, so there is no need to train a large number of teachers to teach the same course.
Therefore, this training mode is more suitable for the training of professional departments, such as R&D process training, risk management training, personnel policy training, budget process training and so on.
The tutorial training mode is not suitable for curriculum development such as ideas and attitudes, interpersonal skills, management and leadership, because the development of such courses requires very high theoretical knowledge and curriculum design ability, which is difficult for internal trainers to have.