Certified Training Instructor Professional

By Dr. Zulk Shamsuddin

The Certified Training Instructor Professional ™ (CTIP) is a professional certification for individuals with skills and experience in the delivery of effective training programs utilizing world-class training methodology, workshop design, presentation techniques, program management, managing participants, and communication skills.
It forms the basis of the assessment that applicants must pass to gain the Certified Training Instructor Professional status and inclusion in the Register of The Global Academy of Finance and Management® Directory of Certified Professionals.
Upgrade your professional career with the accredited Certified Training Instructor Professional certification and start developing your career in the delivery of effective training programs.

• Language: English
• Publisher: Lulu.com
• Release date: Aug 15, 2022
• ISBN: 9781387693726

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Copyright © 2020 Zulk Shamsuddin, PhD / GAFM ACADEMY

All rights reserved.

ISBN: 9781387693726

INTRODUCTION

The Certified Training Instructor Professional ™ (CTIP) is an ISO-standard certification for individuals with skills and experience in the delivery of effective training programs utilizing world-class training methodology, workshop design, presentation techniques, program management, managing participants, and communication skills.

It forms the basis of the assessment that applicants must pass to gain the Certified Training Instructor Professional status and inclusion in the Register of The Global Academy of Finance and Management® Directory of Certified Professionals. Upgrade your professional career with the accredited Certified Training Instructor Professional certification and start developing your career in the delivery of effective training programs.

Benefits of becoming a Certified Training Instructor Professional

Personal and International recognition. An ISO-standard certification.

Enhanced your CV and get noticed by top recruiters.

The best platform for the development of your professional career.

Assurance for clients of high standards and ethical practice.

Use of the post-nominal CTIP or Certified Training Instructor Professional.

Increased understanding, helping you to work more effectively.

Use the elegant certification card during networking or social events.

Importance of Certification

Certificates and certifications, the names for these credentials sound confusingly similar. But there are important differences. Here’s what you need to know about these resume-enhancing options and how they might advance your career.

What is a Certificate?

Earning a certificate is about education. Certificates are academic credentials awarded by colleges, universities or other educational institutions. Students in certificate programs learn new knowledge in a specific subject or discipline and earn a certificate by successfully completing the coursework. An ideal student for a certificate program is someone who is willing to go through the experience of growing their own skillset, being real about what they want to learn, and working with others, says Jennifer Diamond, an instructor for the CTIP Certified Training Instructor Professional certification program. Many certificate programs have few, if any, admission requirements, making them an excellent option if you want to move forward in your career. The programs are usually noncredit and take less time to complete than a degree. Certificates are commonly listed on resumes as education, and some meet education requirements for first-time or renewed certifications.

What is a Certification?

When you have the professional knowledge you need, a certification allows you to prove it.  Certifications indicate mastery of skills or standards. Professional certifications are granted by industry groups or career-related organizations. These groups assess your qualifications, usually through an exam or application process.

Many certifications include the privilege to use a related designation following your professional title. Certification differs from a license, which permits you to work in a certain profession and is usually issued by the government or regulatory agencies.

Benefits of Certification

Certification helps in learning the new technologies, skills, and abilities for a specific promotion. Earning a new certification or an advanced certification in a particular area of expertise can help in advancing your career.

Professional certification shows consumers and potential employers that you are committed to your profession and are well-trained. It gives them confidence in your abilities and knowledge. Certification makes you more valuable to employers, so you can expect to earn more than someone without certification.

Certifications can give you the chance to learn needed skills, and be a quick way to show employers you have those skills. On the other hand, certifications can require studying or coursework, and cost up to several hundred dollars to take.

Role of a Training Instructor

A Certified Training Instructor needs to acquire the relevant skills and competencies in the following areas. 

Training Methodology

Workshop Design

Presentation Techniques

Program Management

Managing Participants

Communication Skills

Application for Certification

https://gafm.com.my/application-for-certification/

Planning must occur whether training is to be held as formal classes or just as one-on-one, on-the-fly training when the public asks questions. Because many professional trainers are juggling training responsibilities and other job tasks, such as reference work or technology support, planning helps you balance your duties.  Planning will help you save time and develop priorities.

Training and Development Plan

Every professional trainer should develop some sort of training and development plan, even if offering only informal public and/or staff training. Sketching out a plan with goals, intended methods, and outcomes will at least give you a sense of what you want and of how you’ll know if you’ve been successful. Don’t expect perfection, either in the plan or in its implementation. Just start simple, and then update it as you go along. There is no perfect plan.

Some basic elements of training plans include:

Training Mission/Purpose Statement

Needs Assessment

Goals and Objectives

Methodology and Resources

Outcomes and Evaluation

Policies and Procedures

You should begin by examining your organization’s mission and strategic plan (if it has one). These will help guide the purpose behind the training program. Also, look at any recent training plan that may have been done to see whether the organization can use technology to meet training goals already established previously. This can be a great opportunity to fulfill real needs.

Training is also often included as part of the activities of a strategic plan as part of the actions that are planned to achieve the goals and objectives. A training plan should include a list of who should get trained and on what, a budget for training, and a schedule for training. One widely used method for developing training programs is Instructional Systems Design. There are many different models, but most are based on five steps represented by the acronym ADDIE. These steps are: Analysis (performing a needs assessment and setting goals); Design (determining content and delivery methods); Development (creating lesson plans and materials); Implementation (conduct the training); and Evaluation (examining results).

During analysis, the designer develops a clear understanding of the gaps between the desired outcomes or behaviors and the audience’s existing knowledge and skills. The design phase documents specific learning objectives, assessment instruments, exercises, and content. The actual creation of learning materials is completed in the development phase. During implementation, these materials are delivered or distributed to the student group. After delivery, the effectiveness of the training materials is evaluated.

Training Mission Statement

The mission or purpose statement for your training program outlines the reasons why your organization determined it should offer the training for staff and/or the public. It answers the simple question: Why are you providing the specific training workshops?

An example of a training purpose statement is: The company supplies various software programs and Internet access to further our mission of providing informational and educational resources to our community. The company provides training and instruction on how to use technology resources and assistance in lifelong learning skills as part of its service responses to community needs.

Staff Training Plans

It is important to develop a training plan. Training isn’t worth anything unless people is using and applying the knowledge from it, and training enables them to make the most out of the organization’s human capital investments. Developing a staff training plan helps you evaluate what training staff members need, so you can budget for training materials and classes, prioritize training on specific training for specific people, and investigate ways to stretch your training dollars.

Encourage staff to develop their own individual learning plans, in which they set their own goals and identify for themselves the areas they need to learn more about. Your training plan can also include in-house training, where employees who have learned about an application can train others. For example, if you send one employee to a class, that employee can pass his or her new skills on to others. Have staff complete a Transfer of Learning form where they describe how they will use their knowledge in their jobs, and how they will continue their learning.

In a staff training plan, you should ideally determine the minimum level of competency training required for each staff position. This lets you assess each person’s proficiency with the technology they need to use. The training plan can include workshops or classes, independent learning materials (such as online resources, books, CDs, or videotapes), and time for practice and proficiency. Remember to include training in your annual budget and in appropriate grant proposals.

Needs Assessment

A needs assessment determines the topics on which you will need to provide training. What training needs to be done to get your organization staff the skills and knowledge they want? What will help the organization to achieve its goals and support its mission? There are many ways to conduct a needs assessment. You can conduct interviews with a few key community leaders, facilitate some focus groups, administer questionnaires, and/or observe and track requests for information. Tracking and analyzing questions that the public regularly asks can help determine useful topics. You could also notice what types of books are being checked out or what current topics are discussed on radio talk shows on stations like national public radio. Another source of information could be popular stories in the local newspaper or on the television news. Look at what is going on your community. Do people need help completing online job applications? Do older adults have questions about getting online? Do students need help with online research? Do teens need activities and a safe place to be after school?

Competencies

Competencies are the knowledge, skills, abilities, and behaviors that contribute to individual and organizational performance. Knowledge is information developed or learned through experience, study or investigation. Skill is the result of repeatedly applying knowledge or ability.

For your staff training program, you should use core skills and competencies to help determine the skills needed. Competencies are areas of capability that allow people to perform successfully in their jobs by completing tasks effectively. A competency can be knowledge, attitudes, skills, or personal values; competencies can be acquired through experience or training.

A number of examples of competencies have been developed. Once you outline a list of competencies, you need to assess the staff to find out whether they already have these skills or if they require additional training.  The person who manages/creates the survey can e-mail a link to a list of recipients, and then monitor how many have responded.

Goals and Objectives

Establishing clear goals and objectives involves figuring out what you want to accomplish and the strategies you will use to get the results you want. Your goals and objectives correspond directly to the evaluation of your training program in that they form the standards that will be measured. Goals are broad, general statements that describe what you are working toward, what the outcome will be. Goals are the path to achieving the training mission and the solution to fulfilling the needs identified in the needs assessments.

Some goals may be short-term while others could cover a multiyear period. All goals should be written in positive language, as if they have already occurred. Examine your existing training plan and use it as a guide to determine what the training program should be working toward. For example, one of the company’s strategic goals could be: Make community members aware of the importance and purpose of the company’s resources and services. Think about how technology can help fulfill this intention. Some ideas include the following goals: City and county government employees attend technology workshops available through the organization training programs and resources that benefit them in doing their jobs or Teens have access to and understand how to use online resources and support for their educational needs.

Objectives are written for each goal, but may also relate to more than one goal. Objectives are short-range and more focused than goals. These are how an organization can measure its progress toward reaching a goal, so it must be very clear what the objective will accomplish and how it will be measured. The acronym SMART, which stands for Specific, Measurable, Achievable, Realistic, and

Reviews for Certified Training Instructor Professional

[Sharifah Shawls · Rating: 5 out of 5 stars]

The six areas of skills and competencies are relevant for this certification. Contents are sufficient for reference and for writing the exam. Highly recommended.