HIGH IMPACT TRAINER
A Certification Program for Strategic Design Learning
WHY I SHOULD ATTEND
HIT adalah sebuah program sertifikasi bagi anda yang tertarik untuk menjadi professional learning designer.
Dalam program ini anda akan di bimbing untuk menguasai bagaimana mendesain High Impact Training dengan menggunakan alat & teknik berdasarkan standard internasional.
Dengan HIT anda bukan saja di bimbing dalam kelas, melainkan juga dipandu dalam teori ke praktek lapangan melalui coaching dan mentoring yang intensif.
WHAT I WILL LEARN
. Module 1: Analysis & TNA:
15 – 16 Februari 2020
. Module 2: Designing Learning:
07 – 08 Maret 2020
. Module 3: Developing Design Learning:
28 – 29 Maret 2020
. Module 4: Implementing & Evaluating:
18 – 19 April 2020
. Module 5: Consulting Skill:
09 – 10 Mei 2020
5 LEARNING STAGE IN HIT 6
1. Trainer Assessment
2. High 5 HIT Module in class
3. Individual Coaching
4. Mentoring Small Group
5. Personal Enrichment Program
WHO SHOULD JOIN
- Profesional baru atau berpengalaman dalam bidang Learning & Development.
- Pemimpin yang bertanggung jawab untuk menciptakan & memimpin pengalaman belajar untuk audiens dewasa.
- Trainer, fasilitator, desainer instruksional, pendidik, konsultan, coach dan seterusnya.
MASTER TRAINER
Cicik Resti
Berbekal lebih dari 25 tahun pengalaman dalam Business & People Development, Cicik Resti memiliki kompetensi tinggi dalam melatih dan mengembangkan aset manusia dalam organisasi.
Cicik Resti studied:
- Leadership Strategies
Stanford University – USA - Leadership Coaching Strategies
Harvard University – USA - Certified Master Trainer
ATD – USA
Cicik Resti adalah Founder dari HIGH IMPACT TRAINER. Telah melatih puluhan professional trainer dan leader dalam area strategic learning for high impact result.
Melatih lebih dari 100.000 peserta dari level staff sampai jajaran direksi.
Menjadi partner utama Kemendikbud dalam membimbing Lembaga Kursus dan Pelatihan untuk pengembangan Pendidikan Kewirausahaan bagi 70.000 UKM di Indonesia.
Prestasi tertinggi yang telah diraih adalah sebagai Champion dalam pengembangkan Blue Print Training Single Business Model, di South East Asia.
Sebagai anggota tetap ATD (Association of Talent Development) USA sejak tahun 2012. ATD adalah organisasi training & development terbesar di dunia yang berkantor pusat di Alexandria, Washington – USA.
Cicik Resti adalah 1 dari 16 Srikandi terbaik Indonesia berdasarkan Potensi, Prestasi dan Dedikasi untuk SDM di Indonesia. Penghargaan dari Kementrian Pemberdayaan Perempuan.
Sampai saat ini Cicik Resti telah menulis 4 buku yang telah dipasarkan secara online dan mendapat response yang luar biasa dari para pembacanya.
Entrepreneur: Founder dari Aurum komestik halal yang dijual secara online. Founder Zaara Fashion Moslem Wear yang penjualannya sudah menembus USA.
HIGH 5 MODULE HIT6
Module 1: Analysis and Training Needs Assessment
Date: 15 – 16 Februari 2020
Introduction
In this module, you will be introduced to the A in ADDIE: analysis (also known as training needs assessment), a structured approach for addressing knowledge and skills needs to produce organizational and individual performance results.
Module Learning Objectives
- Describe and apply the training needs assessment model.
- Define the value of conducting both a performance analysis and training needs assessment.
- Select the best methods for collecting data to obtain objective and subjective input.
This module includes the following lessons:
Lesson 1. | Needs Assessment Process Overview |
Lesson 2. | Organizational Analysis |
Lesson 3. | Performance Analysis |
Lesson 4. | Performer Analysis |
Lesson 5. | Data Collection Techniques |
Lesson 6. | Evaluation Plan |
Lesson 7. | Needs Assessment Report |
Module 2: Designing Learning
Date: 07 – 08 Maret 2020
Introduction
In this module, you will be introduced to the first D in ADDIE: design. You will explore how people learn, and look at several models you can begin using immediately to design learning: Psychological Processes of Learning, Gagne’s 9 Events of Learning, and ROPES.
You will also learn how to write a performance-based learning objective, discern between learning methods and learning media, and review how to put together a proper design document.
Module Level Learning Objectives
- Identify elements of the design phase of ADDIE.
- Illustrate how to structure instructional events to support psychological learning processes and human memory.
- Construct course and lesson outlines that align to performance requirements and contain all required elements.
- Write learning objectives based on observable actions or behaviors. Select learning methods and media supporting the attainment of learning objectives.
- Write a design document based on organizational criteria and needs.
This module includes the following lessons:
Lesson 1. | How People Learn |
Lesson 2. | Psychological Processes of Learning |
Lesson 3. | Gagne’s 9 Events of Learning |
Lesson 4. | Bloom’s Cognitive Domains and Taxonomy of Learning |
Lesson 5. | Writing Learning objectives |
Lesson 6. | Instructional Methods and Media |
Lesson 7. | Course and Lesson Outlines (ROPES) |
Lesson 8. | Assembling a Design Document |
Module 3: Developing Design Learning
Date: 28 – 29 Maret 2020
Introduction
In this module, you will be introduced to the second D in ADDIE development. This is where the magic happens! You will explore developing materials for the classroom, for the facilitator, for your learners, and for assessment.
Module Level Learning Objectives
- Identify elements of the development phase of ADDIE. Create facilitator materials (facilitator guide, wall charts) using guidelines for optimal use of text, visuals, and layout as outlined in the session.
- Create participant materials (participant guide, job aids) using guidelines for optimal use of text, visuals and layout as outlined in the session.
- Incorporate guidelines for creating slide presentations and visual aids to support learning.
- Apply guidelines to the use of visuals, text, and audio in self-paced e-learning.
- Develop valid practice exercises for task, competency, and knowledge topics.
- Develop tests and test items to ensure content validity and avoid common mistakes.
This module includes the following lessons:
| |
Lesson 1. | What to Develop, Why, and for Whom |
Lesson 2. | Developing Materials for the Classroom |
Lesson 3. | Developing Materials for the Facilitator |
Lesson 4. | Developing Materials for the Learner |
Lesson 5. | Developing Assessment Materials |
Module 4: Implementing & Evaluating
Date: 18 – 19 April 2020
Implementing & Evaluating
This lesson helps you to answer the question: Were these solutions successful? You will view this question at various angles or levels of evaluation and include it in your training needs assessment. Although we cover evaluation as the final step in training needs assessment, it is useful to incorporate it at the start of your analysis.
Module Learning Objectives
- Identify topics to consider in coordinating program support and administration.
- Consider best practices for preparing facilitators.
- Discuss the importance of a pilot program and plan for course revisions and follow-up.
- Discern between summative evaluation and formative evaluation.
- Define Kirkpatrick’s Four Levels of Evaluation.
- Describe Phillip’s ROI Training Evaluation.
- Develop an evaluation strategy for training initiatives.
This module includes the following lessons:
| |
Lesson 1. | Coordinating Program Support and Administration |
Lesson 2. | Preparing Facilitators Lesson |
Lesson 3. | Preparing Facilitators |
Lesson 4. | Running a Pilot and Making Revisions Lesson |
Lesson 5. | Course Follow-Up |
Lesson 6. | Evaluation: Kirkpatrick’s Four Levels |
Lesson 7. | ROI (Level 5) Evaluation |
Module 5: Consulting Skills
Date: 09 – 10 Mei 2020
Introduction
In this module, you will learn effective internal consulting skills that will enable you to help your clients achieve their desired outcomes, establish goals, and manage expectations. Guide clients through an instructional design or organizational development project: help them overcome obstacles and resistance, and build your credibility to influence decision-making.
Module Level Learning Objectives
- Demonstrate exemplary internal consulting competencies, and the corresponding day-to-day behaviors required of an internal consultant.
- Apply tools to analyze business needs and gather information.
- Overcome resistance and difficult client behaviors.
- List questions to ask a client during a contracting meeting and/or data gathering meeting.
