* All fees are exclusive of vat ** PREMIUM - Customize your learning experience
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?
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.
Explore & Practice
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.
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
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
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
Templates and Structures
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
Learning paradigms and Continues learning model
Schedule and Timeline for L&D requirements Development
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
appraisal, individual performance targets
briefing and debriefing by manager or workplace coach
timeliness of learning
communicating Learning Architecture
Module 9: Easy to Use Frameworks
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
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