Trainer as a Need

Analyst and
Transfer Agent
PR ESEN T ER :
MOH D SA IF U L A ZU A N B IN R A MLI
R O Z ITA R A D Z U A N
GROUP 5

T R A I N T H E T R A I N E R C E R T I F I C AT I O N
 SESSION PLAN
Title: Trainer as Need Analyst and Transfer Agent
Duration: 20 minutes
Location: Hotel Prescott, Kajang

At the end of this 20 minute session, trainees will be able to identify and
Objective:
apply the effective role of trainer as Need Analyst and Transfer Agent

TIME
LEARNING POINTS RESOURCES METHOD
(MIN)
Definition of Need Analyst
Introduction: PowerPoint Lecture 2
and Transfer Agent
Main Lesson Identify key elements and PowerPoint Lecture & group 8
Body: characteristic of an effective discussion
trainer as Need Analyst

Identify key elements and PowerPoint, Video clip & 10

characteristic of an MSWord group discussion
effective trainer as Transfer
Agent
20

2
Trainer as a Need Analyst

Identify and Evaluate

Needs

Focuses on the future

Activities are about

your audience learning
needs.

3
Elements to Be Considered

1. Audience
Demographic factors 2.Methodologies
Professional factors Training methodologies
Motivational Factors Training activity

4
Elements to be Considered

3. Material
4. Facilities
Audio-visual material
Written material Instrument and Tools
Content Training environment
Location
Parking Space
Food

5
 Process In Need Analyst

Identify the Describe Conduct the Transfer the

audience the target training and objective,
and audience implement needs and goal
purposes needs methodologist to the audience

Control the
Review the training
Report the
outcome and environment,
result
follow up emotion and
relationship

6
Trainer as a Transfer Agent
Ensure learning takes place
beyond classroom

Trainers cannot leave to chance the transfer to

the workplace of their students skills and
knowledge; they must build strategies aimed at
encouraging transfer into their course designs.

Linda Smith Rutledge

Central Intelligence Agency

7
Barrier of Transfer Agent
Organizational Barrier

Irrelevance of training

Discomfort with change

Lack of trainer follow up after training

Poor training design

8
The need to be an effective
Transfer Agent
Right Skill

Effective
Transfer
Agent

Right Right
Knowledge Attitude

9
Transfer Agent Process
Motivation, support, and
Ready engagement of management

Maximize the
Learn impact of learning

Help learners utilized learned skill

Transfer and knowledge in the work
environment

Moving learning
Sustain to action plan

10
Transfer Agent Strategy (CIA)
Strategy 1: Pre-course call to supervisors
and participants
Strategy 2: Involvement of approiate
parties in need assessment and inclusive
of real example
Strategy 3: Direct discussion on transfer
issue (such as barrier) through feedback

Strategy 4: Written action plan

Strategy 5: Public acknowledgement on

success

11
Conclusion
Trainer should perform a role as need analyst and a
transfer agent in order to conduct an effective training
Processes and strategies to support trainer role as need
analyst and transfer agent

12