CAME - Train the Trainer Certificate CAME - TOT

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25 Nov

CAME – Train the Trainer Certificate (TOT)

CAME – Train the Trainer Certificate (TOT)

Tuesday, November 25, 2025 (12:00 AM) to Sunday, November 30, 2025 (11:59 PM)
40 PDCs
Provider: CAME Center for Training & Consulting
Course Name: CAME - Train the Trainer Certificate CAME - TOT

Speaker: DR.Hussien AlGhorab
Program Type: Reoccurring Seminar/Workshop
Registration URL: https://www.camecenter.com/certificates/tot
CAME – Train the Trainer Certificate (TOT), cairo
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By the end of this comprehensive Train the Trainer program, participants will be able to: 1. Understand Modern Concepts of Training & Learning Explain the evolution of training and the shift from traditional training to learning, performance, and capability development in the 21st century. Differentiate between training, learning, and education, and justify why contemporary organizations prioritize performance-based and competency-based approaches. Apply adult learning principles (Andragogy) and learning theories to enhance engagement and retention. 2. Apply International Standards in Training & Development Integrate global frameworks including ATD Competency Model, ISO 10015, ADDIE, Kirkpatrick’s evaluation model, and Training ROI methodology into program planning and implementation. Align training initiatives with organizational strategy, national vision, and future workforce requirements. 3. Conduct Comprehensive Training Needs Assessments (TNA) Identify organizational, individual, and job-level performance gaps. Conduct performance-based TNA using systematic tools to determine training relevance and priorities. Formulate SMART learning objectives that directly address performance gaps and business needs. 4. Design Performance-Based & Competency-Based Training Programs Develop training programs using the nine design elements for performance-based learning. Create training materials, instructor guides, learning activities, case studies, and assessments that support workplace performance improvement. Integrate AI-driven tools for designing learning content, activities, infographics, assessments, and digital training assets. 5. Deliver Engaging and Interactive Training Sessions Apply advanced presentation and facilitation techniques, including voice control, body language, cognitive load management, and structured training flow. Use a variety of learning methodologies (lectures, discussions, role-play, simulations, workshops, microlearning, experiential learning). Manage in-class dynamics, encourage participation, and use digital engagement tools such as Mentimeter and Kahoot. 6. Create Effective Learning Environments Set up training rooms, seating arrangements, and audiovisual tools to maximize interaction and learning effectiveness. Select and manage instructional aids and blended learning resources to support diverse learning styles. 7. Manage Training Challenges and Learner Resistance Diagnose psychological, professional, and organizational sources of resistance. Apply structured models such as H-E-A-R to respond to objections and maintain constructive learning environments. Demonstrate conflict resolution and classroom management techniques in real training situations. 8. Utilize Learning Styles & Behavioral Models Apply VARK learning styles and DISC personality patterns to customize facilitation approaches. Design activities that suit visual, auditory, read/write, and kinesthetic learners, ensuring balanced engagement. 9. Apply Storytelling and Learning Experience Design Use storytelling frameworks (including the STORY model) to simplify complex concepts, increase motivation, and enhance memory retention. Integrate real cases, scenarios, and narratives to connect learning with workplace realities. 10. Evaluate Training Impact and ROI Use Kirkpatrick’s 4 levels and Jack Phillips’ ROI model to measure training effectiveness and business impact. Develop assessment tools to track learning outcomes, behavioral change, and organizational benefits. 11. Apply Digital Skills & AI in Training Management Leverage AI applications to design training materials, automate content generation, create online courses, and manage digital learning experiences. Use AI-based analytics to measure learner engagement and predict performance improvement.

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The Train the Trainer (TOT) program is an intensive, evidence-based professional development experience designed to equip trainers, HR practitioners, facilitators, and learning & development professionals with advanced competencies in training design, delivery, performance consulting, adult learning, and digital learning technologies. The program combines theoretical foundations, international models, practical exercises, real-life performance scenarios, and technology-driven applications to ensure that participants not only understand modern training concepts but also demonstrate applied proficiency across every stage of the training cycle. The activity is delivered through interactive workshops, facilitated discussions, performance-based learning tasks, design simulations, case-based practice, AI-supported content creation, and hands-on practice that reflects real workplace environments. The program emphasizes the shift from traditional training to modern learning experience design (LxD), performance-based training (PBT), and competency-based development (CBT). The activity is structured across nine integrated units, each representing a critical domain within the professional practice of modern training and adult learning. Unit 1: Foundations of Modern Training, Learning, and Adult Education This unit introduces participants to the evolution of training across 4000 years, contextualizing how training has transformed in line with economic, technological, and social changes. The unit examines the distinctions between training, education, and learning, and why modern organizations prioritize continuous learning and performance improvement rather than information transfer. Participants explore: 21st-century concepts of learning and development Performance-Based Training (PBT) and its relevance in skills transformation Competency-based and capability-based approaches Adult learning theories (Andragogy) Cognitive psychology principles that influence learning effectiveness Global learning & development standards and professional roles in the field Activities include trainer–participant discussions, case reflections, short diagnostic scenarios, and review of international frameworks. Unit 2: Strategic Role of Training in Organizational, National, and Workforce Development This unit highlights the connection between learning and strategic development, focusing on how training supports national transformation agendas, organizational competitiveness, and future skill readiness. Participants analyze the increasing importance of lifelong learning in the digital age and identify situations where training is not the appropriate intervention. Hands-on activities include: Strategy mapping exercises Identifying alignment between training and performance needs Group discussions analyzing training as a strategic necessity Unit 3: Performance-Based Training (PBT) and Global Training Standards Participants explore the principles of PBT, focusing on outcomes-based instructional design aimed at improving real on-the-job performance. The unit also integrates the world’s leading training standards and frameworks, including: ATD Talent Development Capability Model ISO 10015 Training Quality Management Standard ADDIE Instructional Design Model Kirkpatrick Four Levels of Evaluation Phillips ROI Model (T-ROI) Participants conduct exercises to map learning objectives to workplace results and develop evaluation indicators aligned with business outcomes. Unit 4: Training Needs Assessment (TNA) & Performance Gap Analysis This unit trains participants to systematically identify training needs through organizational analysis, job analysis, and employee performance assessment. Exercises include: Conducting performance gap analysis Designing TNA tools Developing SMART learning objectives Linking TNA results to training plans Participants complete a full TNA simulation using real case scenarios and design an evidence-based training plan. Unit 5: Training Delivery, Presentation Skills, and Instructional Techniques In this highly practical unit, participants develop advanced facilitation skills using interactive delivery methodologies including discussions, case studies, role-play, simulations, micro-teaching, and experiential learning. Key exercises include: Voice projection and modulation practice Body language coaching Activity design workshops Live facilitation practice with structured peer feedback Applying the 70-20-10 model of learning Participants deliver short training segments and receive performance-based evaluations. Unit 6: Learning Environment & Audiovisual Training Tools This unit focuses on designing and managing training environments to maximize learning impact. Activities include: Classroom layout simulations Selecting training technologies and visual aids Practice using audiovisual equipment Troubleshooting common training environment issues Participants design a training room setup aligned with learning objectives and participant needs. Unit 7: Trainer’s Guide to Effective Session Management This unit is centered on the full execution of a training session from the first minute to the last. Participants practice: Managing first impressions Structuring the opening moments of a training session Delivering engaging presentations Managing group dynamics Handling questions effectively Facilitating discussions and activities Applying cognitive load theory Designing and using learning contracts Conducting performance-focused debriefing Each participant prepares and delivers a complete training segment as part of their practicum. Unit 8: Learning Styles, Personality Models, Storytelling, and Engagement Techniques Participants explore major learning and behavioral models including VARK and DISC, and practice designing activities that engage all types of learners. The unit also covers storytelling as an instructional tool. Activities include: Creating case-based stories Designing DISC-sensitive activities Applying the STORY framework (Setting – Trouble – Objective – Resolution – Yield) Developing narrative scenarios for training modules Unit 9: Digital Skills & Artificial Intelligence in Training and Learning Design This unit provides participants with hands-on training in AI applications within training and development. Tasks include: Using AI to design training content, slides, and materials Creating infographics, videos, assessments, and microlearning content using AI tools Developing online training modules and digital learning pathways Utilizing AI for performance analytics and learner engagement tracking Implementing VR/AR simulations (where applicable) Best practices for ethical and responsible use of AI in training Participants complete a full AI-assisted project to design a digital learning module.

CAME – Train the Trainer Certificate (TOT)
CAME – Train the Trainer Certificate (TOT)
Helioplose
cairo, 

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