Train-the-Trainer Programme: Building Internal Training Capability

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WHY THIS COURSE MATTERS

Most workplace training is delivered by people who were never trained to train.

Subject-matter experts, experienced employees, supervisors and team leaders are handed a topic and a room, and expected to produce consistent standards. The result is familiar: induction that varies by department, service standards that drift between shifts, and knowledge that leaves when the expert does. This two-day programme builds the missing capability — and every participant proves it by delivering an assessed training session before the programme closes.

By the end of the two days you will:

• Have a complete, ready-to-run session plan for a real training topic in your own department, built on the Valdus Session Plan Template.
• Own a repeatable method — Analyse → Design → Develop → Deliver → Assess → Evaluate → Apply — you can use for any future topic.
• Hold assessed evidence of trainer competence across five observable criteria, plus a 30-day workplace application plan.

APPROVED TRAINING. REFUND-ELIGIBLE.

✓ MQA-approved — quality-assured under the Mauritius Qualifications Authority.

✓ HRDC refund-eligible — your company can claim back a portion of the training cost via the training levy. We provide the documentation; your HR handles the submission.

✓ Certificate of Achievement (13 contact hours) for participants who complete both days and pass the micro-teaching assessment.

YOUR TRAINER

Govindah Chinapiel · FMIoD · MSc Psychology · MBA (HR) · Member, British Psychological Society · Certified Metacognitive Practitioner

Govindah is one of Mauritius's most experienced HR strategists, with over two decades leading people functions across financial services (Standard Bank, Bank One), technology and outsourcing (Ceridian), international development (UNDP), and consulting (Valdus, where he has been Managing Director since 2011).

He has designed and delivered workplace training programmes for hospitality, financial services, manufacturing and public-sector organisations in Mauritius, and brings to this programme the combination that makes it work: a senior practitioner who has built internal training capability inside real organisations, and a psychologist who understands how adults actually learn. The methods taught here are the ones Valdus uses in its own delivery.

WHAT PEOPLE SAY

"What sets Govindah apart is that he's a senior HR practitioner who actually went back and did the science. The combination of twenty years running people functions in real organisations with formal psychology training is unusual in Mauritius — and it shows in how he challenges your thinking. We've come away from his sessions with frameworks our line managers actually use, not slides they politely forget."

— Kavi Oogarah, CHRO

"I've sat through enough leadership training in my career to know within thirty minutes whether a session will translate to the floor. Govindah's does. He doesn't sell theory — he gives managers the specific things to say in the specific moments where they currently struggle. Our managers were using his scripts the same week."

— Steeve Chan Chu, General Manager, New Goodwill

COURSE MODULES

Day 1 — Designing Effective Training

Module 1: The Role of the Workplace Trainer

What an internal trainer is for, how the role differs from being the subject-matter expert, and how training links to departmental and organisational objectives.

• Purpose and importance of workplace training
• Trainer versus subject-matter expert; characteristics of an effective trainer
• Trainer credibility, professionalism and consistent service standards

Module 2: Adult Learning and Learner Engagement

How adults learn at work, and what that means for on-the-job instruction.

• Principles of andragogy and adult learner characteristics
• Learning preferences, relevance and experience as a learning resource
• Motivation, participation and creating a positive learning environment

Module 3: Training Needs Analysis and SMART Learning Objectives

Identify a real performance gap and turn it into measurable learning objectives.

• Task-level training needs analysis; knowledge, skill and behaviour requirements
• Defining expected workplace performance
• Writing SMART objectives and aligning them with activities and assessment

Module 4: Instructional Design and Training Session Structure

A practical, ADDIE-informed approach to structuring a session that lands.

• Opening a session, communicating objectives, sequencing learning logically
• Selecting training methods, designing learner activities and demonstrations
• Checks for understanding; closing and summarising

Module 5: Session Planning and Training Materials

Build a complete session plan for your own departmental topic, with individual coaching.

• The Valdus Session Plan Template: objectives, content, methods, time allocation
• Trainer and learner instructions, demonstrations, job aids and visual resources
• Workshop: individual session-plan development with peer feedback

Day 2 — Delivering and Evaluating Training

Module 6: Presentation and Facilitation Skills

Deliver with clarity and presence, and keep learners doing the work.

• Trainer presence; voice projection, pace, body language and eye contact
• Open, closed, probing and follow-up questions; active listening
• Use of demonstrations and visual aids; facilitating discussion; building confidence

Module 7: Managing Group Dynamics and Challenging Situations

Handle the room without losing it.

• Creating an inclusive learning environment and encouraging participation
• Dominant, disengaged and resistant participants; difficult questions; conflict
• Cultural sensitivity, professionalism and control of time

Module 8: Assessing Learning and Providing Constructive Feedback

Know whether learning has happened, and what to do when it hasn't.

• Formative and practical checks, knowledge checks, observation of performance
• Questioning as an assessment technique; identifying learning gaps
• Constructive developmental feedback and correcting performance

Module 9: Evaluating Training Effectiveness

Show management that training changed behaviour and results.

• Kirkpatrick Levels 1–4: reaction, learning, behaviour, results
• Selecting evaluation methods and linking them to workplace performance indicators

Module 10: Assessed Micro-Teaching Practicum

Each participant delivers an approximately 10-minute workplace training session, assessed by the facilitator against five competency clusters — session design, communication, learner engagement, checking learning and professionalism — using a four-point behavioural rating scale, with peer observation and feedback.

Module 11: Workplace Application and Action Planning

Transfer the learning: plan a live departmental session, reflect on your own delivery and commit to a 30-day workplace application plan.

LEARNING METHODOLOGY

Learn by delivering: Roughly a third of contact time is spent designing and delivering training rather than listening to it. Every participant brings one real workplace topic on Day 1 and has delivered it, under assessment, by the end of Day 2.

Service-sector scenarios: Case studies, role-play, skills drills and demonstrations drawn from hospitality and service environments where consistent instruction is critical — and directly transferable to retail, healthcare, BPO, financial services and manufacturing.

Grounded in evidence: The design draws on adult-learning theory, experiential learning, ADDIE-based instructional design, the 70:20:10 development model and Kirkpatrick's evaluation framework.

WHO SHOULD ATTEND?

The programme is open to anyone, at any level, who trains, coaches or instructs colleagues as part of their role — whether or not "trainer" appears in their job title.

Departmental trainers and on-the-job coaches: Turn what you already do informally into structured, assessable training.

Supervisors and team leaders: Build the skills to induct, upskill and correct performance in your own team without waiting for an external provider.

Subject-matter experts and experienced employees who train or coach colleagues: Knowing the job is not the same as being able to teach it. This programme closes that gap.

Staff responsible for induction, onboarding and service standards: Deliver the same standard every time, across departments and shifts.

HR and L&D officers who deliver in-house sessions: Add instructional design, assessment and Kirkpatrick evaluation to your toolkit.

No prior trainer qualification is required. Participants should identify one real workplace topic or operational task before attending — it becomes their project across the two days.

EXPECTED OUTCOMES

A session plan ready to run in your workplace

Built during the programme on your own topic, reviewed by peers and the facilitator.

Assessed evidence of trainer competence

A rated micro-teaching assessment against five observable criteria, with written feedback.

Consistency of instruction across your organisation

Internal trainers who can be deployed immediately on induction, service standards and operational skills, reducing dependence on external providers for routine training.

An evaluation approach management will trust

A 30-day application log (Kirkpatrick Level 3) and a framework for tying training to organisational KPIs (Level 4).

Course Details

Duration: 2 consecutive days · 09:00–16:30 · 13 contact hours

Date & Time: Tuesday 3 and Wednesday 4 November 2026 · 09:00–16:30 (registration from 08:30)

Location: Ravenala Attitude Hotel, Balaclava

Investment: MUR 32,500

• In-company delivery — on request for groups of 8–16, with case studies and assessment topics aligned to your own standards and procedures

All tiers include participant workbook, session-plan and activity templates, assessment rubric, job-aid templates, two tea breaks and lunch each day.

Limited to 16 seats so that every participant is individually assessed. MQA-approved · HRDC refund-eligible.

FREQUENTLY ASKED

Is this a professional trainer qualification?
It is a workplace trainer competency programme. Participants who pass the assessed micro-teaching practicum receive a Valdus Certificate of Achievement (13 contact hours). It is designed for people who train as part of their job, not as a substitute for a full trainer qualification.

Do I need to prepare anything?
Yes — one real workplace topic or operational task from your own area. It becomes the subject of your session plan and your assessed delivery.

What happens if I do not pass the micro-teaching assessment?
You receive a Certificate of Attendance and written feedback against the five competency criteria, with the option to be re-assessed.

Can my company reclaim under HRDC?
Yes — provided your company is a levy-paying employer in Mauritius. We supply the participation and content documentation; your HR submits to HRDC. Email info@valdus.net before booking for the eligibility one-pager.

Can it be delivered in-company?
Yes. In-company delivery allows session plans, case studies and assessment topics to be aligned to your organisation's own standards and procedures. Email info@valdus.net for a proposal.

Dietary requirements at lunch?
Vegetarian, halal, and other options accommodated on request.

For More Information

Email: info@valdus.net
Phone: +230 2610909 | 261 2901 | 261 3092