Train The Trainer (TTT) Training Course

Comprehensive Train the Trainer program based on ADDIE Model and Kirkpatrick's Four Levels aligned with professional training standards.

Course Title

Train The Trainer (TTT)

Course Duration

3 Days

Competency Assessment Criteria

Practical assessment and knowledge Assessment

Training Delivery Method

Classroom (Instructor-Led) or Online (Instructor-Led)

Service Coverage

In Tamkene Training Center or On-Site: Covering Saudi Arabia (Dammam - Khobar - Dhahran - Jubail - Riyadh - Jeddah - Tabuk - Madinah - NEOM - Qassim - Makkah - Any City in Saudi Arabia) - MENA Region

Course Average Passing Rate

98%

Post Training Reporting

Post Training Report + Candidate(s) Training Evaluation Forms

Certificate of Successful Completion

Certification is provided upon successful completion. The certificate can be verified through a QR-Code system.

Certification Provider

Tamkene Saudi Training Center - Approved by TVTC (Technical and Vocational Training Corporation)

Certificate Validity

2 Years (Extendable with additional training hours)

Instructors Languages

English / Arabic / Urdu / Hindi

Training Services Design Methodology

ADDIE Training Design Methodology

Course Overview

This comprehensive Performance Management Culture (PMC) training course equips participants with essential knowledge and practical skills required for establishing effective performance management systems, creating performance-driven cultures, and driving organizational excellence through systematic performance planning, monitoring, and improvement. The course covers fundamental performance management principles along with advanced techniques for goal setting, performance coaching, feedback delivery, appraisal processes, and cultural transformation to enable leaders to align individual performance with organizational strategy and foster continuous improvement mindsets.

Participants will learn to apply proven methodologies including Balanced Scorecard, SMART Goals framework, 360-Degree Feedback, Performance Appraisal systems, Continuous Performance Management, and OKRs (Objectives and Key Results) to design comprehensive performance management frameworks, conduct meaningful performance conversations, develop talent systematically, and embed performance excellence within organizational culture. This course combines theoretical concepts with practical applications and real-world case studies to ensure participants gain valuable skills applicable to their professional environment while emphasizing fairness, transparency, development focus, and strategic alignment in performance management practices.

Key Learning Objectives

Understand fundamental performance management principles and frameworks
Design and implement comprehensive performance management systems
Set effective performance goals and objectives aligned with strategy
Conduct meaningful performance conversations and coaching sessions
Deliver constructive feedback for performance improvement
Manage performance appraisal processes fairly and effectively
Build performance-driven organizational cultures
Link performance management to talent development and succession planning

Group Exercises

Training design workshop including (developing learning objectives, designing training outline, creating assessment plan)
Facilitation practice including (conducting group discussion, managing difficult participants, using questioning techniques)

Knowledge Assessment

Technical quizzes on training concepts including (multiple-choice questions on adult learning principles, matching exercise for training methods, assessment types)
Scenario-based assessments including (analyzing training situations, recommending approaches, solving delivery challenges)
Instructional design exercises including (writing learning objectives, selecting training methods, developing assessments)
Facilitation evaluation including (assessing questioning techniques, reviewing engagement strategies, evaluating classroom management)

Course Outline

1. Introduction to Train the Trainer

Trainer role including (facilitator, subject matter expert, learning enabler)
Trainer competencies including (knowledge, skills, attitude)
Training versus teaching including (adult focus, experience-based, application-oriented)
Training importance including (skill development, performance improvement, organizational capability)
Professional trainer characteristics including (credibility, enthusiasm, adaptability)

2. Adult Learning Principles

Adult learning theory including (self-directed learning, experience-based, problem-centered)
Andragogy principles including (learner involvement, relevance, practical application)
Learning styles including (visual learners, auditory learners, kinesthetic learners)
Motivation factors including (intrinsic motivation, extrinsic motivation, goal alignment)
Learning retention including (active participation, practice, application)

3. Training Needs Analysis

Needs analysis importance including (gap identification, priority setting, resource optimization)
Analysis methods including (surveys, interviews, observations)
Performance gap including (current performance, desired performance, root causes)
Training objectives alignment including (organizational goals, departmental needs, individual requirements)
Stakeholder engagement including (management input, learner consultation, sponsor alignment)

4. Instructional Design Fundamentals

ADDIE Model including (Analysis, Design, Development, Implementation, Evaluation)
Design principles including (learner-centered design, outcome-focused, systematic approach)
Learning objectives including (knowledge objectives, skill objectives, attitude objectives)
Bloom's Taxonomy including (remembering, understanding, applying, analyzing, evaluating, creating)
Content organization including (logical sequencing, modular structure, progressive complexity)

5. Learning Objectives Development

SMART learning objectives including (Specific, Measurable, Achievable, Relevant, Time-bound)
Objective components including (performance, condition, criterion)
Objective levels including (knowledge objectives, comprehension objectives, application objectives)
Objective alignment including (training content, assessment methods, organizational goals)
Objective communication including (clarity, learner understanding, expectation setting)

6. Training Content Development

Content structuring including (introduction, body, conclusion)
Content sequencing including (simple to complex, known to unknown, theory to practice)
Training materials including (presentations, handouts, job aids)
Visual design including (clarity, consistency, professional appearance)
Content customization including (audience adaptation, context relevance, practical examples)

7. Training Methods and Techniques

Presentation methods including (lecture, demonstration, discussion)
Interactive methods including case studies, role plays, simulations)
Experiential learning including (activities, exercises, practice sessions)
Technology-enhanced learning including (multimedia, digital tools, online platforms)
Method selection including (objective alignment, audience suitability, resource availability)

8. Facilitation Skills

Facilitation versus instruction including (guide role, participant-centered, discovery learning)
Questioning techniques including (open questions, probing questions, clarifying questions)
Active listening including (attention, understanding, response)
Group facilitation including (discussion management, participation encouragement, consensus building)
Energy management including (pace variation, activity changes, engagement maintenance)

9. Presentation and Delivery Skills

Presentation structure including (opening, body, closing)
Effective openings including (attention grabbing, objective setting, relevance establishment)
Voice control including (tone, pace, volume)
Body language including (posture, gestures, eye contact)
Handling nervousness including (preparation, breathing techniques, positive mindset)

10. Engaging Learners

Engagement importance including (attention maintenance, learning enhancement, retention improvement)
Engagement strategies including (storytelling, humor, real-life examples)
Icebreakers including (participant introduction, comfort building, energy creation)
Interactive activities including (group discussions, hands-on practice, problem-solving exercises)
Maintaining attention including (variety, relevance, participation)

11. Managing Classroom Dynamics

Group dynamics including (forming, storming, norming, performing)
Difficult participants including (dominating participants, quiet participants, resistant participants)
Conflict management including (early intervention, neutral facilitation, constructive resolution)
Time management including (agenda adherence, activity timing, flexibility)
Creating safe environment including (respect, confidentiality, psychological safety)

12. Assessment and Evaluation

Assessment types including (pre-assessment, formative assessment, summative assessment)
Assessment methods including (tests, practical exercises, observations)
Kirkpatrick's Four Levels including (reaction, learning, behavior, results)
Feedback provision including (constructive feedback, specific observations, improvement guidance)
Training effectiveness including (objective achievement, performance improvement, ROI measurement)

13. Training Delivery Best Practices

Pre-training preparation including (material review, logistics check, mental preparation)
Training room setup including (seating arrangement, equipment positioning, material organization)
Opening session including (welcome, introductions, ground rules)
Closing session including (summary, action planning, evaluation)
Post-training follow-up including (reinforcement, support, performance monitoring)

14. Handling Questions and Challenges

Question handling including (clarification, answering techniques, honesty)
Difficult questions including (unknown answers, challenging questions, off-topic questions)
Objections management including (acknowledgment, exploration, resolution)
Technical difficulties including (backup plans, calm response, quick recovery)
Unexpected situations including (adaptability, problem-solving, professionalism)

15. Virtual Training Delivery

Virtual training challenges including (engagement difficulties, technical issues, attention span)
Virtual platform features including (screen sharing, breakout rooms, polls)
Virtual engagement including (interactive activities, frequent interaction, visual variety)
Technical preparation including (equipment testing, backup plans, tech support)
Virtual facilitation including (camera presence, clear audio, visual engagement)

16. Continuous Improvement

Self-reflection including (delivery review, strength identification, improvement areas)
Feedback collection including (participant feedback, peer observation, supervisor input)
Professional development including (skills enhancement, knowledge updating, certification pursuit)
Best practice adoption including (research, networking, continuous learning)
Training material updates including (content refresh, example updating, method improvement)

17. Training Ethics and Professionalism

Ethical considerations including (confidentiality, respect, fairness)
Professional conduct including (preparation, punctuality, appearance)
Cultural sensitivity including (diverse backgrounds, inclusive language, respectful behavior)
Intellectual property including (copyright respect, attribution, permission)
Trainer responsibility including (learner welfare, quality delivery, continuous improvement)

18. Practical Training Delivery

Micro-teaching sessions including (short training delivery, peer feedback, skill practice)
Full session delivery including (complete training facilitation, real-time adjustments, comprehensive evaluation)
Peer observation including (observation practice, constructive feedback, learning from others)

19. Case Studies & Group Discussions

Successful training examples including (engaging delivery, effective design, measurable impact)
Training challenges including (difficult participants, technical failures, time management issues)
Industry-specific training including (technical training, soft skills training, compliance training)
Lessons from training failures including (poor preparation, engagement gaps, assessment weaknesses)
The importance of proper training in developing effective trainer capabilities

Practical Assessment

Training session delivery including (presenting training module, facilitating discussion, managing group dynamics)
Instructional design project including (conducting needs analysis, developing training plan, creating materials)
Facilitation demonstration including (leading interactive activity, handling difficult participant scenario, providing feedback)

Gained Core Technical Skills

Adult learning principles application including (andragogy, learning styles, motivation factors)
Instructional design including (ADDIE Model, learning objectives, content development)
Training delivery including (presentation skills, facilitation techniques, engagement strategies)
Assessment development including (learning assessment, Kirkpatrick's Model, feedback provision)
Classroom management including (group dynamics, difficult participants, time management)
Training methods selection including (interactive methods, experiential learning, technology integration)
Questioning and facilitation including (questioning techniques, active listening, discussion management)
Training evaluation including (effectiveness measurement, continuous improvement, feedback analysis)
Virtual training delivery including (online facilitation, digital engagement, technical management)
Professional training practices including (ethical conduct, cultural sensitivity, continuous development)

Training Design Methodology