A Training Program Has to Be Developed to Meet the Individual Needs of the Athlete and Take Into Consideration Many Factors

A training program has to be developed to meet the individual needs of the athlete and take into consideration many factors: gender, age, strengths, weaknesses, objectives, training facilities etc. As all athletes have different needs, a single program suitable for all athletes is not possible. To put training program into effect according to definite plan or procedure is calledtraining implementation. Training implementation is the hardest part of the system because one wrong step can lead to
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  A training program has to be developed to meet the individual needs of the athleteand take into consideration many factors: gender, age, strengths, weaknesses,objectives, training facilities etc. As all athletes have different needs, a singleprogram suitable for all athletes is not possible.To put training program into effect according to definite plan or procedure iscalled training implementation . Training implementation is the hardest partof the system because one wrong step can lead to the failure of whole trainingprogram. Even the best training program will fail due to one wrong action.Training implementation can be segregated into:    Practical administrative arrangements    Carrying out of the training Implementing Training  Once the staff, course, content, equipments, topics are ready, the training isimplemented. Completing training design does not mean that the work is donebecause implementationphase requires continual adjusting, redesigning, and refining. Preparation isthe most important factor to taste the success. Therefore, following are thefactors that are kept in mind while implementing training program: The trainer – The  trainer  need to be prepared mentally before the deliveryof content. Trainer prepares materials and activities well in advance. Thetrainer also set grounds before meeting with participants by making sure thathe is comfortable with course content and is flexible in his approach. Physical set-up –   Good physical set up is pre requisite for effective andsuccessful training program because it makes the first impression onparticipants. Classrooms should not be very small or big but as nearly square aspossible. This will bring people together both physically and psychologically.Also, right amount of space should be allocated to every participant. Establishing rapport with participants –   There are various ways by which atrainer can establish good rapport with trainees by:     Greeting participants simple way to ease those initial tense moments    Encouraging informal conversation    Remembering their first name    Pairing up the learners and have them familiarized with one another    Listening carefully to trainees’ comments and opinions      Telling the learners by what name the trainer wants to be addressed    Getting to class before the arrival of learners    Starting the class promptly at the scheduled time    Using familiar examples    Varying his instructional techniques    Using the alternate approach if one seems to bog down Reviewing the agenda –   At the beginning of the training program it is veryimportant to review the program objective. The trainer must tell the participantsthe goal of the program, what is expected out of trainers to do at the end of theprogram, and how the program will run. The following information needs to beincluded:    Kinds of training activities    Schedule    Setting group norms    Housekeeping arrangements    Flow of the program    Handling problematic situations Training Policies Courses are held at our training centers in Chicago (USA), Newbury (UK), Bristol (UK)or in Hilversum (The Netherlands). Upon request, training can be delivered on-site aswell. Just contact us for more details.   Customers in the USA, Asia-Pacific or other regions are requested to contact theirnearest Alterian office for any information regarding training courses. Communications  In written communication with us, always mention the training code, the name of thedelegate, your company name and your billing address. Payment After receiving your purchase order, we will send you an invoice. Full payment must bemade prior to the course starting. Please make cheques payable to Alterian. Cancellations All cancellations must be received in writing* and the following company policy willapply:    Cancellations received in writing at least 15 working days prior to the start of the trainingwill incur no cancellation fee.    Cancellations received in writing between 10 and 14 working days prior to the trainingcourse will incur a cancellation charge of 50% of the course fee.    Cancellations received in writing less than 10 working days prior to the training course willincur a cancellation charge of 100% of the course fee. Training Plan . The training plan will outline who will deliver the training, and when and where your apprentice or   trainee needs to go to receive the structured component of the training.A training plan must be devised within three months of an apprentice or trainee commencing theirapprenticeship or traineeship and prior to the delivery of any structured training.Treat the training plan as a working document. It should be flexible enough to meet all your needs.Remember that you can talk about this to your registered training organisation at any stage duringthe training. What to include in the training plan The training plan must specify the following:    the competencies to be obtained    the time-frame for achieving the competencies      the training to be undertaken    the delivery modes to be employed     the details (when, how and how much) of the time allocated outside routine work duties is for off-the-job training    who is responsible for the delivery and/or assessment of each competency    assessment details and arrangements    a record of any recognised prior learning (RPL) for qualifications and cross-credit hours granted   prior to commencing the apprenticeship or traineeship. RPL involves the assessment of any existingrelevant skills and/or qualifications. This crediting process can reduce the length of the off-the-job   training or the duration of the overall apprenticeship or traineeship.    the name of the qualification to be issued    any other specific requirements to be met in accordance with the particular training contract in   question 1.   Small Business»2.   Managing Employees»3.   Recruiters» 4.   Difference Between the Internal & External Recruitment Strategies   Difference Between the Internal & ExternalRecruitment Strategies Internal Recruitment An internal recruitment strategy is characterized by promoting employees from within anorganization to fill upcoming positions. Many firms use such devices as job postingboards, email flashes, intranet posts and fliers to advise existing employees of positionsthey may vie for. This recruitment may be in the form of creating and shufflingtemporary teams to fill certain tasks or may be permanent changes. Internal recruitment   may be primarily horizontal or it may be for promotions in which the promotedemployee's former position may not be filled. External Recruitment An external recruitment strategy is one which a human resources department willsystematically search the employee pool outside its own employees to fill positions.Many firms will use advertisements in newspapers, job search websites, job fairs andreferrals from current employees to fill positions. Some companies will utilize atemporary employee agency to fill positions that can be completed quickly and with less
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