HTP0408 | Linking Training to Organizational Strategic Goals
Start | End | Duration | Venue | Fees | |
---|---|---|---|---|---|
27 Jan 2020 | 07 Feb 2020 | 2 Weeks | New York | $10,000 | Register |
10 Feb 2020 | 21 Feb 2020 | 2 Weeks | Jakarta | $8,000 | Register |
16 Mar 2020 | 27 Mar 2020 | 2 Weeks | Bali | $8,000 | Register |
20 Apr 2020 | 01 May 2020 | 2 Weeks | Beijing | $9,000 | Register |
25 May 2020 | 05 Jun 2020 | 2 Weeks | Kuala Lumpur | $7,300 | Register |
15 Jun 2020 | 26 Jun 2020 | 2 Weeks | Istanbul | $7,300 | Register |
19 Jul 2020 | 30 Jul 2020 | 2 Weeks | Cairo | $6,400 | Register |
23 Aug 2020 | 03 Sep 2020 | 2 Weeks | Dubai | $6,900 | Register |
21 Sep 2020 | 02 Oct 2020 | 2 Weeks | London | $7,900 | Register |
25 Oct 2020 | 05 Nov 2020 | 2 Weeks | Abu Dhabi | $6,900 | Register |
16 Nov 2020 | 27 Nov 2020 | 2 Weeks | Cape Town | $9,000 | Register |
27 Dec 2020 | 07 Jan 2021 | 2 Weeks | Alexandria | $6,400 | Register |
PROGRAM'S BACKGROUND
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. This new program will help anyone in training to convert strategic goals into action – with both timelines and budgets. One critical area is, of program, competency levels – which are a good example of a strategic goal. Master the techniques and gain a skill that few professionals in training have. Highlights of this engaging program are:
› How to produce focused training strategies and plans and use the training matrix
› How to influence by producing clear understandable results
› How to explore many options for learning
› How to get the best out of people through two different approaches: performance and competency
› How to demonstrate added value and ROI
› How to get the best out of people through development
PROGRAM'S OBJECTIVES
This Program’s Attendees Will Be More Able To:
› 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
› Implement a wide range of strategic planning techniques in the learning and development environment
› Use enhanced interpersonal skills
› Improve their ability to make training a more critical part of a business
› Demonstrate how training budget can be seen as an investment
› Use different techniques and approaches for working effectively through a training strategy
› Apply new skills effectively in the workplace, gaining skills and knowledge few possess in the training function
PROGRAM'S ATTENDEES
› HR Personnel
› Training Coordinators
› Training Officers
› All Training Managers and Professionals
› 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
› Training Budget Holders
› Succession Planers and those responsible for people development.
› HR practitioners and line-professionals
› Professionals with an interest in people management and development
› Line Managers with an interest in training
› Senior Managers who want to know how to use training to maximize organizational efficiency
PROGRAM'S OUTLINE
BUSINESS STRATEGY & 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
DEVELOPING A FOCUSED TRAINING SOLUTION
› The new Systematic Training Cycle
› Competence – 95% of All Trainings Organizational 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
THE TRAINING STRATEGY
› A Strategic Approach to Doing TNA to Best Meet Organizational Goals – New Approaches to TNA
› Organizational Goals in action
› Case Study Review
› Organizations and Change – Driving the Need for Training
› Responding to Organizational Change
› Why People Don’t Like Change
› How to Prioritize Training to Get the Best Value
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
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-Program Peer Network Support
› Action Planning
› Key Concepts Learned and Personal Development Plans
ADDITIONAL DETAILS
Benefits to Organization
Benefits to the Individuals
Additional Benefits
Search
Program Categories
- Admin, Secretarial & Office Management
- Customer Service & Public Relations
- Finance, Contracts & Audit
- Supervisory, Management & Leadership
- HRM, Training & Planning
- Sales, Marketing & Strategy
- Information Technology & Networking
- Chemical, Corrosion & Welding
- Mechanical & Asset Integrity
- Piping, Pipeline & Transport
- Electrical, Instrumentation & Power
- Civil, Construction & Structural
- Production, Completions & Process
- Drilling, Reservoir & Geology
- Environment, Health & Safety & Security
- Maintenance, Reliability & Quality
- Logistics, Catering & Transport
- Supply Chain & Materials