Holistic Report
By
Candidate name: NGUYEN HUYNH ANH
Qualifications: 1106-21
Unit 101:
About the learning cycle, we have 5 components of it, these are following
• Identify training needs,
• Planning training
• Implement training
• Assessment
• Evaluation

• Identify training needs:
Why the trainer need to identifying training needs?
First of all, it will help the learner know where they are. And the second reason is help the trainer prepare the lesson. In fact, people have the different learning style, they have the different backgrounds (mechanical, electrical, petroleum…), so they have different way to learn. Some people read better than listen. Others learn better by observe and practice. The trainer need to know what are the strength of learner, and how to deliver the knowledge by the best way. Some people interested in them field, so the difficult thing is creating links them to the team work. Another thing, they have many reason for learning, some people want to learn, others present at the class just because their boss told them so. In Vietnam , many people attended the class for one reason: “to get the certificate”, and they wondered that certificate can be useful in your current job or not ? So, recognizing motivation of learners is very important , in addition to providing knowledge, skills, the trainer must stimulate learners attitude.
When the trainer knowing the ability, qualifications, strengths and what are the learner need, the trainer will have the best preparation for the lesson. Trainer will identify the aim and learning outcome of the course , training methods, assessment methods, training equipment needs to have, delivery the knowledge , skills and attitudes that learner need. Moreover, the trainer will improve management skills, communication, and will help learner get their aim and learning outcome. " Teaching is a game , and trainer need to be the winner "
• Design training
After done identify training needs, trainer start to building the training program. How to design the training program? Base on the result of learner need and follow the standard, trainer will be design the aim and objectives first.
 Design the aim: The aim is about what learner hope to do, by the end of course, what is the learner want to know. It should be intention in the course.
 Design the objectives: The objectives are the specific steps the learner will take to achieve the aim of course. Each objective should be:
Specific: What is to be done?
Measurable: How will you know it meets expectations?
Achievable: Can the learner do it?
Realistic: Should it be done?
Time bound: When will it be done?
Prepare for the training, trainer should be check the training equipment’s, the venue, the weather condition… Depend on the learner needs, the learner gaps need to be fill, trainer will be design the training program.
• Deliver training
After design and plan the program, trainer ready for deliver training. Depend on the learner style, trainer will choose the deliver method. And trainer need to be remember: “always different the classes, different the learners”. There are three parts of the deliver training: Opening, middle and closure. Trainers have many method to delivering the parts. There are presentation, demonstration, group discussion, role play… but trainers need to ensure conformity between content and training method. When you are a trainer, you need to master the topics, master the leaners, be creative in methods, use effective body language and verbal control. And trainers need to remember: “ppt slide are not the Trainer, you are the Trainer”
• Assessment
The training need to assessment for measures of learner learning. This is an assessment to looks at learner knowledge’s, skills, and abilities, to identify any gaps of learner. There are three main assessment types:
Initial assessment – for discovery of current abilities and determine future action
Formative assessment – On-going during the learning program for developing learner and measure progress
Summative assessment – to measure final level of achievement
There are some ways of assessment: direct observation, multiple choice tests, oral questioning after observation….depend on the assess knowledge’s or skills, trainer will be used the appropriate assessment method.
• Evaluation
Trainers need to evaluate the training session to ensure the session meet the learner needs, the programmer and the qualifications. On the other hand, evaluate the ourselves to improve, to develop for the next class.
There are some ways to evaluate the training session: surveys, observation checklists, individual interviews….