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




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All rights reserved. Any unauthorized copying, distribution, use, dissemination; downloading, storing in any medium, transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.
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Ibn Al-Hakam Square, Helmyat El-Zaytoon, Cairo, Egypt
Tel: 002 01117866099 | 01117864455, Email: info@pioneerscenter.com
 

Benefits to Organization

1. The candidates will become competent, effective and productive on their jobs. This training program is useful for:
        · Competency building where existing employee is promoted or planned to be promoted.
        · Technical knowledge, skills and competencies.
        · Needs and expectations of the stakeholders/ customers both internal and external.
        · Opportunities to exceed stakeholder/ customer expectations.
2. Create a pool of trained manpower that can cost-effectively spread the knowledge to large number of employees inside the organization.
3. Our facilitators often act as mentors for your trained employees and thus provide a most effective way to ensure effective competency development and application by your motivated staff.
4. We adopted a one-to-one approach that can provide more room for your employees to work at their own pace and address individual needs more freely.

Benefits to the Individuals

1. The candidates will gain a multi-discipline understanding of the subject matter.
2. Have an individual action plan to take away that will help the candidates make a difference in their organizations. This will add value to the expertise and experience of the candidates’.
3. Be more able to enhance job satisfaction and reduce wasted time and effort.
4. Ensure that the candidates will know and appreciate the strategic imperatives that drive the organization's efforts in their relevant job area.
5. Be more able to align your roles and job requirements with the organization’s mission and vision.
6. Be more able to meet your deadlines and tasks and successfully complete any scorecard in a timely fashion.

Additional Benefits

1. Good & best industry practices.
2. Checklist approach for ease of understanding and practical application.
3. Latest technologies including information technology, quality assurance and methodology.
4. Quality assurance and quality improvement incorporated in each program.
5. One-to-one approach and small groups will lead to learner-centered environment.
6. Experienced and qualified instructors both academically and in practice.
7. Customized programs to meet and suit individual training needs.
8. Letters of recommendation for the exceptional performers.

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