Meat tips -training of trainers

1. Improving the fermented MEAT products sector via Training on Innovation in Products, processes and Safety management Meat tips -training of trainers Dr. George Boskou Assistant Professor Dep. Dietetics-Nutrition Harokopio University

2. Objectives • the use of lactic acid bacteria as a means of improving product quality and safety, • the elaboration of efficient safety management systems and • the presentation of major innovative developments on processing and packaging of the corresponding sausage products

3. Target group for trainees - Level 1 • Professionals with vocational training or practical experience in meat processing • Butchers, meat retailers, chef charcutier, managers of small meat manufacturing units, law rank managers in meat industry,

4. Target group for trainees - Level 2 • Professionals with technical or academic education in food science and technology • Food industry staff (middle or high rank), young food scientists and technologists, managers of meat processing plants, food quality consultants, personnel of food control authorities, tutors of vocational schools

5. Food scientists defined • Chemists, chemical engineers, veterinary medical doctors, food technologists, biotechnologists, nutritionists, agronomists et al.

6. Prerequisite knowledge • Food microbiology • Food safety management systems

7. Duration • 12-16 hours • 2-4 days

8. Curriculum • Module 1. Fermented meat products' quality and safety (corresponds to WP1) • Module 2. Hygiene & Safety Management of fermented meat products (corresponds to WP2) • Module 3. Technological Innovations in Fermented Meat Production (corresponds to WP3) • Module 4. Training skills and methods (corresponds to WP4) • Module 5. Course evaluation

9. Syllabus • Days 1st to 2nd (2 to 4 days seminar) • Module 4. Training skills and methods (2-3 hrs) • Module 2. Hygiene & Safety Management of fermented meat products (4-5 hrs) • Days 2nd to 4th (2 to 4 days seminar) • Module 1. Lactic acid bacteria for fermented meat products' quality and safety (2-3 hrs) • Module 3. Technological Innovations in Fermented Meat Production (4-5 hrs) • Day 2nd to 4th (last) (2 to 4 days seminar) • Module 5. Course evaluation (1-2 hrs)

10. Syllabus (examples of program)

11. Training material • Handouts • Multimedia presentations (slide show, video) • Case studies • Presentation skills assessment • Multiple choice tests

12. Group size • At least 13 persons • Less than 30 persons • Homogeneous group (see level 1 and 2 of target groups) • 1-4 tutors (at least 4 hrs per tutor) • 1-2 assistants for administration, stationery and catering

13. Review of training material • Focus groups with experts from industry and academia • With tailor made questionnaires and check-lists

14. Evaluation • of the trainees by the tutors • of the tutors by the trainees • of the course by the trainees and tutors • of the course by an external observer

15. Pass or fail criteria • May be adopted by each partner for the evaluation of the trainees • A scoring method should be proposed in this case • (e.g. A=90-100%, B=80-89%, C=70-79%, D=60-69%, F (fail) <=59%)

16. Certification • The trainees will receive certificate of attendance or certificate of success • The certificates will be issued by the partner association and must carry the logo of the partner, the logo of LDV, and the logo of Meat-tips. • Additional certification by other authorities may be included • (e.g. by food control authorities, professional associations, academia, certification bodies)

17. Indicators for impact on target groups and/or sectors • a. Number of training seminars: Target value: 9 • b. Number of participants in the training seminars: Target value: minimum 120 • c. Overall evaluation of the training seminars based on anonymous feedback forms: Favorable (good or better) with feedback rate>60%

18. Indicators for impact on geographical areas • a. Number of training seminars per country: Target value: (Greece - minimum 3), (Spain, Italy, Hungary - minimum 2) • b. Number of participants per training seminar: Target value: minimum 13 • c. Overall evaluation of the training seminars per country based on anonymous feedback forms: Favourable (good or better) with feedback rate>60%

19. Planning • The 9 training seminars for the VET professionals and industry trainers will take place between the month 12 and 24 of the project. • The project foresees three seminars in Greece (indicatively, two in Athens and one in Thessaloniki, in North Greece) and two seminars per country in Italy, Spain and Hungary (indicatively, one seminar in the partners region and a second one in a different region). • The e-learning courses that will make the material compiled by the consortium accessible to a much wider audience will be available by month 18.

20. Train the Trainers • George Boskou

21. Train the Trainersthat will Train the Trainees

22. "Learning is finding out what you already know. Doing is demonstrating that you know it. Teaching is reminding others that they know just as well as you. You are all learners, doers, teachers."  Richard Bach (Illusions: The Adventures of a Reluctant Messiah, 1977)

23. Information is not knowledge, Knowledge is not wisdom, Wisdom is not truth, Truth is not beauty, ........ Frank Zappa, "Packard Goose"

24. The purpose of training is SKA: • Skills • how to • steps • Knowledge • critical thinking • decision making • Attitudes • ethics/values • behavior

25. DIKW  is a proposal of the structuring of  data, information, knowledge and wisdom in an information hierarchy where each layer adds certain attributes over and above the previous one. Data  what to use;  Information  how to use it;  Knowledge when to use it; Wisdom  why to use it.

28. basic terms Data are a set or sets of discrete objective facts about an event or a process, and have little use by themselves unless converted into information.  Information is data endowed with relevance and purpose. Knowledge represents a state or potential for action and decision in a person, organization or a group. Wisdom is the ability to make correct judgments on the basis of previous knowledge, experience and insight. Explicit knowledge can be articulated in formal language and transmitted among individuals. Tacit knowledge is personal knowledge embedded in individual experience and involving such intangible factors as personal belief, perspective, and values.

29. Data, Information, Knowledge, Wisdom chain

30.  Know-what. This is the fundamental stage of knowledge, e.g. people/group/organizations know what they know (perhaps through their formal education) but don’t know when and how to apply the knowledge to solve problems  Know-how. Represents the ability to translate bookish, or learned knowledge into real world results, e.g. knowing when to use certain knowledge to solve real-world problems  Know-why. Goes beyond the know-how stage. This knowledge enables individuals to move a step beyond know-how and create extraordinary leverage by using knowledge, including the ability to deal with unknown interactions and unseen situations  Know-when. It represents self-motivated creativity that exists within the individuals in a company. This is the only level that cannot be supported by a knowledge management system but may be supported through motivation / human resource practice

33. Techniques for Knowledge Capture  Interviewing experts  Learning by being told   Learning by Observation  Storytelling   Questionnaires or Surveys   Brainstorming or Ad-hoc Sessions   Focus Groups  Learning Histories (lessons learned debriefings)  Documentation  Participation   Task Analysis   Learning from others

34. System and Human Strategies • System • Emphasize coded knowledge in knowledge management processes • Focus on codifying and storing knowledge via information technology • Attempts made to share knowledge formally Human • Emphasize dialog through social networks and person-to-person contacts • Focus on acquiring knowledge via experienced and skilled people • Attempts made to share knowledge informally

36. Training Process: ADDIE • Analysis • formal/informal needs assessment • determine goals & objectives • Design • determine the content • determine delivery method • Development • create the materials • Implement • deliver the content • Evaluation • results based on objectives

37. Training ofjectives are SMART: • Specific • state desired results in detail • Measurable ( or observable) • use verbs that describe what trainees will learn • Action • describe an action that the trainee will perform • Realistic • achievable • Time frame • how long will it take the trainees to learn the skill?

38. How much information in needed? • Does the audience need to: • have an idea of how to do it? • be able to do it? • be able to think about it independently? • come up with creative solutions?

39. Where is the wisdom we have lost in knowledge?  Where is the knowledge we have lost in the information? "The Rock" by T.S. Eliot.

40. perfect training course • Trainer • Participants • Environment • Programme • Resources

41. ideal training room • Room – size, shape, lighting, etc • Windows • Tables, chairs • Music • Walls • Refreshments • Anything else? Heating or cooling?

42. complete training documentation • Training material (printed and multimedia) • Registry of presence for trainers and trainees • Evaluation of trainees (examination tests) • Evaluation of the trainer by the trainees • Evaluation of the training course • Photo pictures (if available) • Validation of the course by external auditor • Certification of the course by an accredited body

43. There is no point of applying a training process if you cannot evaluate it and document it!

44. Goals Starting points Purposes Content Procedures Roles EVALUATION Of course Of participants

45. INFORMATION DATA WISDOM KNOWLEDGE

46. Thank you for the attention