Trainings in London, Istanbul, Dubai

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.

The Linking Training to Organizational 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 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 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
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

Linking Training to Organizational Goals

Course Description

What Do Participants Learn?

Who Should Attend?

What Will the Learning Experience Include?

Phase: 1

Introduce

Phase: 2

Explore & Practice

Phase: 3

Apply

Phase: 4

EVALUATE

Section One:

Section Two:

Section Three:

Section Four:

Section Five:

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