HTP0404 | Mastering Training Needs Analysis & Training Evaluation

Start End Duration Venue Fees
12 Jan 2020 16 Jan 2020 1 Week Dubai $3,800 Register
23 Feb 2020 27 Feb 2020 1 Week Cairo $3,600 Register
09 Mar 2020 13 Mar 2020 1 Week London $4,900 Register
20 Apr 2020 24 Apr 2020 1 Week Barcelona $4,900 Register
18 May 2020 22 May 2020 1 Week Ankara $4,100 Register
08 Jun 2020 12 Jun 2020 1 Week Kuala Lumpur $4,100 Register
12 Jul 2020 16 Jul 2020 1 Week Abu Dhabi $3,800 Register
03 Aug 2020 07 Aug 2020 1 Week Istanbul $4,100 Register
06 Sep 2020 10 Sep 2020 1 Week Alexandria $3,600 Register
19 Oct 2020 23 Oct 2020 1 Week Rome $4,900 Register
09 Nov 2020 13 Nov 2020 1 Week Beijing $5,200 Register
21 Dec 2020 25 Dec 2020 1 Week Bali $4,900 Register


PROGRAM'S BACKGROUND


This program 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. You will:

›       Find out about the new process for doing TNA

›       Know how to become more precise with TNA

›       Master Competency frame works

›       Learn about the new evaluation model

›       Be able to prioritize training, show training costs and calculate ROI

PROGRAM'S OBJECTIVES


This Program’s Attendees Will Be More Able To:

›       Identify and be able to use the 4-level 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 prioritize all training requests in a logical way that is easy to understand

›       Master training evaluation using the 10-step model

›       Know which training is suitable for evaluation and which ones are not

›       Practice evaluating a series of training programs

PROGRAM'S ATTENDEES


›       Anyone in training or HR who needs to master either TNA or evaluation

›       HR professionals who need to understand how training can be measured

›       Those interested in maximizing the training budgets

›       Those training coordinators and administrators who need the confidence and skills to be able to prioritize training requests

›       Those responsible for training budgets and who need to know what’s required

›       Training Managers

›       Training coordinators & administrators

›       HR trainees

›       Supervisors who are involved with training and development

PROGRAM'S OUTLINE


NEW APPROACHES TO TRAINING NEEDS ANALYSIS

›       Introduction

›       Alternative options to TNA

›       The Four-Quadrant model of TNA

›       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?

DEPARTMENT NEEDS & 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

INDIVIDUAL NEEDS DEALING WITH PRIORITIES AND TRAINING UNIT COSTS

›       Quadrant Four: Individual needs

›       Ways to train other than attending a training program

›       How to prioritize 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

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

›       The evaluation formula

›       How you decide what training needs evaluating

›       All Four Quadrants reviewed

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

›       Should all training be subject to evaluation?

›       Back-at-Work presentations

ADDITIONAL DETAILS




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Material published by Pioneers shown here is copyrighted.
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.
P.O. Box 11111,
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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