This course provides the latest philosophies, methods and tools to be able to complete the two most important areas of training –Training Needs Analysis (TNA) and Evaluation. It will also show those attending how to demonstrate the added value of training activities. In today’s difficult financial climate, these are the two areas that will really make a difference to any training function.
Identify and be able to use the levels model for doing Training Needs Analysis
Have practiced the techniques in a practical and understandable way
Master how competencies are constructed and know which ones are the best to harness to get good results
Use the new priority process to be able to prioritise all training requests in a logical way that is easy to understand
Know which training is suitable for evaluation and which ones are not
Practice evaluating a series of training courses
Who Should Attend?
Anyone involved in HR planning
Anyone who is or will be responsible for human resources management
Day One: New Approaches to Training Needs Analysis
Alternative options to TNA
The Four-Quadrant model of TNA – a new way of analysis
Use of a training schema to establish the complete training process and set the rules
Who is the customer?
Quadrant One: Use of a simple coding system to code the different types of training
Corporate needs into action – how much of the process is governed by TNA?
Day Two: Quadrant Two: Department Needs & Quadrant Three: Team Needs
Quadrant Two: Departments
The specific requirement departments have – relationship with yearly operating plans
Speed of action from identification to action – on going monitoring – What is needed? Specific analysis tools
Creating Self -Empowered teams
Departments – your most challenging customer
Quadrant Three: TNA for teams – What are their special needs?
Use of the Adair model to aid TNA
Day Three: Quadrant Four: Individual Needs Dealing with Priorities and Training Unit Costs
Quadrant Four: Individual needs
Ways to train other than attending a training course
How to prioritise and the quick system
Understanding and Mastering Training – unique competencies
New software advances to simplify and reduce TNA error
Understanding unit costs and budgets for training – essential for TNA and evaluation
Day Four: Mastering the Evaluation Process
Validation vs. Evaluation – What is the difference?
Current models explained: Kirkpatrick, CIRO, IES and the 10-step process
Understanding the process of evaluation and its position in the training cycle schema
How to use the 10-step process to produce training evaluation –each step explained
The evaluation formula
How you decide what training needs evaluating – use of the priority model
All Four Quadrants reviewed
Day Five: Practical Examples of Evaluation – Your Chance to Master the Techniques
Accountability of training department to guarantee and produce results
Why some people can’t learn – fact not fiction
Should all training be subject to evaluation?
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