Linking Training to Organisational Goals

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