Q1. List five different situations which crop up during a training session.

Select any
three from your list and and write how you as a trainer would handle the situation.
( 400 words)

Answer- There can be many situations which a trainer may face during a training
session. Each time they aren’t related with trainees and trainers, there could be
other issues like venue isn’t attractive, sitting problem, lunch and breakfast timing
problems.
However there are many situations which may frequently crop up between trainees
and trainers-
* Difficulty in understanding course contents
* Lack of motivation
* Lack of co-operation
* Language problem
* Contradiction in views
Here i’m going to discuss any three problems which are commonly found during a
training session.
1. Difficulty in understanding course contents- This is the most common situation
which may arise. Sometimes course contents seemed to ambiguous or
outdated or it may be repetitive which may lead to disorganised or chaotic
facilitation. Consequently it may deviate trainees from their main objective
based content.
Solution- As a trainer contents or relevant course should be decided right after
analysing organisational needs. Contents should be simple and up to the standards
of organisational requirements.

2. Lack of efficiency- This is the most challenging task for trainers, because
sometimes long lecturing or simple worksheets based task can be demotivating
which can further lead to non co-operation.
Solution- It is must to make each and every training session interesting,
encouraging and full of realistic tasks by following ways-
* Course content should be simple and effective
* It should be individual or group encouraging
* New technologies and techniques should be introduced.
* Course contents should be engaging and with some fun based activities to
facilitate smoothly and amicably.

3. Contradiction in views - This situation often arises specially when trainer is

facilitating a group of people who already have some knowledge of that area where
training is being given. This often leads to non co-operation between both trainees
and the trainer and lack of co-operation between trainees and the trainer is most
commonly seen problem in a training session.
Solution -
* Trainer should establish a co-operative environment by taking trainees’ ideas into
consideration
* Trainer should involve everyone in finding best outcomes of the problems.
* Each individual should get the chance to demonstrate their ability and skill , this
will further strengthen the proximity and co-operation among trainees as well as
with trainer.
* Problem Solving can be done by yielding from their ideas. That will be so
encouraging which will avoid contradiction in views.
* Assign them time bound task which is related to their present work that will avoid
further conflicts between trainees and trainer.

You have covered all the essential points. The trainer needs to be adept at handling
all kinds of participants. Mixed group of participants is a reality in a training session.
There might be some participants who have years of experience and as a result
might have a sense of self worth which might lead to tension among the group
members. The trainer needs to handle such problems and ease out any kind of
tension between the trainees.
Q2. You have been asked to train a group of entry level executives in the

marketing division of a multinational company. Write in detail that how you will

conduct a need analysis for the said group. Who would you approach and what

the methods and techniques you will use and why? ( 500 words)

Answer - Need analysis is required to obtain a optimum and desired output

from an organisation’s working system, to do so we need to consider various

aspects and people involved in it.

The need analysis takes place like this-

Current situation - Desired situation

* Who to be approached

1. Identify organisational needs

2. Task Analysis

3. Group / Individual Analysis

4. Cost Analysis

5. Problem Solving

6. Evaluation / Survey Form

As a trainer it is significantly important to analyse organisational needs, that in

what way they want to their executives to be trained. The first step is to

take is-
Who to be approached- Generally in a MNCs to train a group of marketing

executives a team leader or any authority from the top management can be

approached because organisations follow hierarchal order. The reason why we

choose top authority to know the needs, because they are more experienced

and most importantly they have already crossed that executive level and aware

of all possibilities of making changes.

*. Identify organisational needs - To provide an effect training a trainer must

know the genuine requirements and should go bit by bit to the details to get

what an organisation wants up to their working system. As a trainer one should

understand that the organisations needs are genuine and not violating any legal

issues of profession.

* Task Analysis- After knowing organisational needs a trainer must decide the

task pattern to get the optimum output from executives. To train them,

effective technology and techniques should be selected. For example they

have been appointed to sell the products, so a trainer should teach them how

to opt best marketing strategies with effective language pattern along with

other allurements to sell the products..In addition everything should be

weighed keeping both positive and negative sides in mind.

* Person Analysis/ Group Analysis-To do this we need to know weather a group

or a person is ready to be trained. Before getting them into training pre

analysis is required from trainer side.

Trainer need to know followings factors about the trainees by conducting a

interview in groups or as an individual. They should be interviewed to get an

idea about their potential to reach out to the competitive goals

1- Self efficiency- How well trainees are peppered to learn new tacts, tricks

and techniques associated with training.

2- Existing Knowledge and abilities- Are they efficient enough to demonstrate

their expertise during training session.

3- Output- Are they able to produce desired output with optimum benefits.

4- Cost effective- This point is related to the trainer that in limited budget

training can be delivered.

5- Problem Solving- This is one of the important factor that in trainees are

able to solve practical problem which often crop up on their way in the market.

Trainer must come up with possibly arising problems to get them into thinking

various solutions or ideas to solve the practical problems

6. Evaluation- For a trainer it is must to evaluate trainees ’ performance

whether they are reaching up to origination’s expectations or still they

required some push ups to be more professional.

Involving the management is definitely important as they should have a clear

idea about what they want from the trainees at the end of the training

session. Also, you should design questionnaires focusing on the communicative

skills of the trainees in order to get an idea about the communication gap

areas. You can also design interviews, tests and so on for the trainees.

Grade: B+