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Course Description
Today, those in training functions need to understand strategy and the role of training in today’s fast-moving environment in making sure strategic goals are met. Organisational Goals training course 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?
- Describe the role of training within an organisation – linked to the strategic plan
- Clearly show which training contributes directly to the goals of the organisation
- Use a strategic model and training schema to align training clearly with the organisational 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 coordinators 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 organisational 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 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
- Organisations 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
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