Course Description
Today, those in training functions need to understand the strategy and the role of training in today’s fast-moving environment in making sure strategic goals are met. This new seminar will help anyone in training to convert strategic goals into action – with both timelines and budgets. One critical area is, of course, competency levels – which are a good example of a strategic goal. Master the techniques and gain a skill that few professionals in training have.
What Do Participants Learn?
By the end of this course, delegates will be able to:
- Describe the role of training within an organization – linked to the strategic plan
- Clearly show which training contributes directly to the goals of the organization
- Use a strategic model and training schema to align training clearly with the organizational goals
- Conduct an effective training needs analysis
- Develop a training strategy
- Evaluate training and promote value-added training
Who Should Attend?
- All Training Managers and Professionals
- Training Co-ordinators who have attended a certificated training course
- Senior Training Administrators
- Training Designers and Developers
- Those who have a responsibility for training others
- Those who wish to move into training management
- HR Management and Professionals with an interest in training
- Line Managers with an interest in training
- Senior Managers who want to know how to use training to maximize organizational efficiency
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 One
Business Strategy and Training
- Introduction
- Objectives
- Introduction to Training, Development, and Learning
- So Why Do We Need to Train Anyway?
- How Businesses Set Their Strategy
- The Importance of Aligning Training Strategy – the HR and Training Strategic Model
- The Role of Training in Supporting Business Strategy – How to Write Strategic Goals
- Defining the Training Function
Section Two
Developing a Focused Training Solution
- The new Systematic Training Cycle
- Competence – 95% of All Trainings Organisational Goals
- Where Performance Training Fits – the 5% that Makes 100% Difference
- Serious Limitations that Training Has – 10 -15% of the Workforce Will Be Unresponsive to Training
- Different Learning Methods – From E-learning to Classroom
- Developing Learning Solutions and Blended Learning
- Training Design Principles
- Selecting the Trainer
Section Three
The Training Strategy
- A Strategic Approach to Doing TNA to Best Meet Organisational Goals – New Approaches to TNA
- Actioning Organisational Goals
- Case Study Review – Lessons Learned
- Organisations and Change – Driving the Need for Training
- Responding to Organisational Change
- Why People Don’t Like Change
- How to Prioritise Training to Get the Best Value
Section Four
Building the Value of Training
- The Providers of Training
- Developing Partnerships and Suppliers – Writing Training Specifications to Get the Best Value
- Pilot Programmes for Validation
- Evaluation for ROI – How to Do It – A Model to Use
- Case Study – Evaluating and Measuring Return on Investment
- Validation of the Training Process for Quality Assurance
- The Need for Tests and Assessments
Section Five
Developing Your Training Strategy
- Creating the Training Plan
- Creating a Budget Using Unit Costs
- The Use of Service Level Agreements
- Reporting Training Activities Against Plan
- Post-Seminar Peer Network Support
- Action Planning
- Key Concepts Learned and Personal Development Plans