Course Description
In a constantly changing and dynamic business world, the learning and development function can help plan and shape a workforce to meet ever-changing business needs and objectives. It can be clearly seen that there is a strong link between learning, motivation and the achievement of corporate goals and employees professional development. Therefore in order to achieve this successfully, the function and related processes need effective, efficient administration.
Furthermore, not surprisingly, one of the biggest challenges the organization face in administering Learning & Development is establishing a clear relationship between learning, the experiences that support it, the resources it needs, and the work-related, and organizational, objectives to which the learning will contribute and how it supports the overall corporate and business strategy.
What Do Participants Learn?
This course provides you with the practical skills and knowledge to proactively support the training, learning and development function in your organization.
Who Should Attend?
- Learning and Development Specialists / Departmental Heads / Managers
- HR Professionals responsible for training and development functions or professionals directly involved as a strategic partner
- Training Designers and Evaluation Team
What Will the Learning Experience Include?
Phase: 1
Introduce
- Comprehensive pre-program activities include:
- Web-based information forms & surveys completed by attendee.
- Direct consultation with the attendee about the expectations.
- During the training, participants engage in data, activities, and conversations that lead to insight and knowledge.
- Participants learn from expert trainers who have both academic and business experiences.
- Highly applicable training content & instructive activities for adding depth to training topics.
- **A half-day site visit for integrating the experience & plan next steps. Opportunities to provide connections, ideas & support.
Phase: 2
Explore & Practice
Phase: 3
Apply
- Apply & sustain the learning experience by using this ongoing support:
- To ensure participant has new skills or behavior progress.
- Optional, fee-based mentoring & coaching with the trainer.
- Training materials & additional documents (e-books, pdf files, presentations and articles)
- Evaluate your training experience by giving us feedbacks and help us to reach our organizational goals.
- Participant's Evaluation
- Trainer's Evaluation
Phase: 4
EVALUATE
Section 1:
Module 1: Changing role of Learning and Development
- Relationship between L&D and Organizational Objectives / Success
- The impact of relationship on L&D administrators
- Role of Customer –Centric approach on Learning & Development functions
Module 2: Successful Learning and Development Administrator
- Who has to play the role?
- Skills required for success
- Focusing on customer –centric approach of business outcomes
Module 3: Understanding the Learning and Development Process
- Learning Cycle and theories (Gibb’s / Kolb’s Learning Cycle)
- What is the process and Administrator role in it
- The contextual dimension of L&D process
Section 2
Module 4: Why we need L&D strategy?
- L&D Strategy: Aligning L&D with Business Strategy
- Impact of Environmental Factors on L&D
- Internal and External Factors
Module 5: Considerations for robust and efficient L&D strategy – Managing Learning Events
- Training need analysis / Employee Performance measurement standards
- Training evaluation techniques
- managing and integrating different stakeholder views on L&D needs
- Vertical and horizontal Integration – Need analysis
- Consultations
- Behavioral Learning Requirements
- L&D resource allocation
- Functional and managerial Development Programs
- Cost benefit analysis of training
- Selection criteria for L&D projects
Module 6: Developing the L&D Strategy
- Purpose and Departments involved in creating L&D strategy
- Underlying Policy and Principles
- Capability strategy
- Templates and Structures
Section 3
Module 7: Models and Frameworks for Learning and Development
- New Emerging Trends in Organizational Learning and Development
- Ways to modernize L&D mindset and capabilities
- High Impact Learning maturity Model
- Competency based learning professional model
- Capability enhancement model
- Performance improvement model
- Push Vs. Pull approach
- Workplace / Professional learning model
- Cognitive
- Collaborative
- Experiential
- Incidental
- Learning paradigms and Continues learning model
- Learning paradigms
- Schedule and Timeline for L&D requirements Development
Section 4
Module 8: Integrating Learning with Work
- Dimensions of work related learning
- formal v informal learning
- at work – away from work
- relationship to operational requirements
- practice and application whilst learning is fresh
- competency frameworks
- appraisal, individual performance targets
- briefing and debriefing by manager or workplace coach
- timeliness of learning
- communicating Learning Architecture
Module 9: Easy to Use Frameworks
- Career development
- Proficiency development
- Competency development
Section 5:
Module 9: Process Development and Systemization
- Workflow – static and Dynamic
- Application of Toolkits
- Design of toolkits
- Automation and retention policy
Module 10: Implementing the L&D Strategy
- Roles and Responsibilities
- Senior managers
- Line managers
- Job holders
Module 11: individual professional development plans
- Talent development and succession planning
- Implications and continuous development plans
- Individual professional objectives and career plans
- Further Education Assistance
- Personal learning style – On – Job / Off – Job
Training Summary
Discussion and Guidance
Training Evaluation – certificate Distribution