This training programme is structured and designed to identify the significant role of those working in the area of development and training. This programme is suited for anyone who is involved in managing training and development. This course will give you an insight on the detailed knowledge of the training cycle and ways to demonstrate to the top management that training is a great investment for businesses when it comes to talent management.
Who Should Attend?
Personnel who can attend this course are:
- Training personnel
- HR professionals
- HR business partners
- Technical staff
- Talent managers
- New and existing training specialist
- New and existing training coordinators
By the end of the course, participants will be able to:
- Distinguish between learning, training and talent management: An Analysis
- Plan a course outline using blooms taxonomy for educational purpose: The synthesis
- Compute a training return on investment ROI and a training cost-benefit: An Application
- Consider the advantages and limitations of a competency-based approach to training: Comprehension
- Justify the training decision based on cost-benefit analysis: Exercise and Evaluation
- Explain the training cycle and its application in the modern development, and the training department: The Knowledge
- Today’s Training Departments: The role and the functions
- Program Objectives and Introduction
- Description: Why do we need to Train anyone?
- The training role and the associated activities
- The Training Roles
- The Training Cycle (Analysis, Design, Develop, Conduct & Evaluate)
- How Adults Learn? – Andragogy
- Understanding the Conscious Competence Model
- Your own Learning Style: Assessment
- Introduction to Training Needs Analysis (TNA) and Competency Based Training (CBT)
- Training Needs Analysis: Definition
- Meeting and Identifying the Learning needs
- The Case Study: How TNA techniques helped?
- Practical exercise: TNA
- The ways to prioritize Training needs?
- DIF Analysis: Brief Overview
- The Debate: Competency Based Training (CBT)
- The practical exercise: How Competencies are Constructed?
- Testing and the learning objectives
- Learning Objectives: Acknowledgement
- Learning Strategies: Overview
- Description: Writing Objectives using Bloom’s Taxonomy
- Revised Taxonomy: An overview
- Testing role in Training
- Overview: Key essential Properties that Psychometric Tests should have
- The Personality Questionnaires and their limitations: Overview
- Tests on Ability & Aptitude
- Completing the Cycle: The Training Evaluation
- Training Evaluation: The definition
- Understanding the Kirkpatrick’s Levels of Evaluation
- Measurement concept
- Reaction Evaluation: Overview
- The Performance Grid: Introduction
- Formula to use: Showing the benefit of Evaluated Training
- Cost-benefit calculation
- Understanding the concept of Return-On-Investment (ROI)
- Essential Training Administration Issues and Talent management
- Talent Management: Introduction and description
- Coaching, succession planning and mentoring
- Description: Nationalization Programmes
- The Training Function: Management
- Administration and the training records
- Training Decisions: Internal and External
- Set-up of a training room
- Understanding the concept of Personal Action Planning
- All our courses can be facilitated as Customized In-House Training course.
- Course duration is flexible and the contents can be modified to fit any number of days.
- As for Open Enrolment Courses, we offer our clients the flexibility to chose the location, date, and time and our team of experts who are spread around the globe will assist in facilitating the course.
- The course fee includes facilitation, training materials, 2 coffee breaks, buffet lunch and a Certificate of successful completion of Training.
- FREE Consultation and Coaching provided during and after the course.