The Accidental Trainer: A Reference Manual for the Small, Part-Time, or One-Person Training Department

Overview

When business owners, managers, HRD employees, or experts in their field are responsible for the dissemination of training to their workers, or find themselves thrust into the role of trainer, they are often overwhelmed with the many facets of the task.  The Accidental Trainer is a hands-on resource that provides these “accidental” trainers with the basic tools they need to be successful—from understanding the various roles they will play to identifying where best to apply limited time and resources. This ...

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Overview

When business owners, managers, HRD employees, or experts in their field are responsible for the dissemination of training to their workers, or find themselves thrust into the role of trainer, they are often overwhelmed with the many facets of the task.  The Accidental Trainer is a hands-on resource that provides these “accidental” trainers with the basic tools they need to be successful—from understanding the various roles they will play to identifying where best to apply limited time and resources. This book offers a wealth of information for working within the constraints of a small, part-time, or one-person training department.

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Product Details

  • ISBN-13: 9780787980467
  • Publisher: Wiley
  • Publication date: 6/16/2006
  • Series: Essential Knowledge Resource Series
  • Edition description: New Edition
  • Edition number: 1
  • Pages: 224
  • Product dimensions: 6.93 (w) x 9.29 (h) x 0.66 (d)

Meet the Author

Nanette Miner, Ed.D., is the founder of and principal consultant for The Training Doctor, LLC. The company specializes in custom instructional design to enhance an organization's human and business performance.

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Table of Contents

Acknowledgments.

Introduction.

1. The Rewards, Challenges, and Responsibilities of an Accidental Trainer.

Rewards and Challenges.

The Accidental Trainer’s Many Roles.

Unique Needs of an Accidental Trainer.

Summary.

2. Building Alliances, Marketing the Training Function, and Communicating the Value of Training.

Building Alliances.

Marketing the Training Function.

Communicating the Value of Training.

Summary.

3. Identifying Training Needs, Determining a Budget for Them, and Proving Their Worth.

Gathering Data.

Proving the Value of Training.

Budgeting for Training.

Summary.

4. Ready for the Challenge: Organization, Time and Project Management, and Technology Tools.

Organization: The Key to It All.

Managing Your Time Effectively.

Managing Projects.

Technology Solutions.

Summary.

5. Producing Training Programs.

Training Programs Defined.

Choosing the Location.

Room Arrangement.

Dates and Times.

Audiovisual Requirements.

Materials and Reproduction.

Food and Beverage.

Notes.

Summary.

6. When and How to Choose Vendors and Outside Resources.

The Make-versus-Buy Decision.

Types of Vendors.

Choosing and Working with Vendors.

Summary.

7. How to Provide Employee Training Without Doing It Yourself.

Low-Cost and Free Training Resources.

Tuition Reimbursement Programs.

In-House Library.

More Labor-Intensive Training Solutions.

Summary.

8. Creating Custom Training Programs.

How Adults in the Workplace Learn.

Types of Training.

The Process of Training Design.

Summary.

9. Where Do You Go from Here?

Making Each Day Productive and Enjoyable.

Laying the Groundwork for Creating a Full-Fledged Training Department.

Where Can You Go Next?

Additional Resources.

References.

Index.

About the Author.

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  • Posted May 3, 2009

    Good overview for novice trainers

    The author covers a thorough range of topics relevant to anyone who somehow finds themselves responsible for training. I was surprised by how many things she thought to include. She also did a nice job of including references to check for more information - e.g., web sites, societies, etc. (I intend to look into several of these.)

    While the *breadth* of topics was better than I expected, the *depth* of coverage was often a bit disappointing. I may not have ever even considered (or encountered) some of her topics. But it struck me that her recommendations were fairly self-evident.

    I was particularly disappointed by the book's lack of attention to the development of training material. Other readers might have the same perspective as the author (i.e., they rely on others for the material). For these people, the book's an overall good read.

    But in my role, developing the training's content is my primary objective. She left this section to the very end, making it seem almost like an afterthought. (Hence, my disappointment.)

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