Administrative Learning and Development

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