Linking Training to Organizational 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 Training 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
• Action Organisational Goals
• Case Study Review – Lessons Learned
• Organizations and Change – Driving the Need for Training
• Responding to Organisational Change
• Why People Don’t Like Change?
• How to Prioritize 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 Programs 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