PROGRAM'S BACKGROUND

This program is designed specifically to recognize the vital role of those working in the area of training and development. It is suited for anyone who trains or develops others or who is involved in development and talent management. The training function is a relatively recent addition to organization structures compared with other functions such as production, accounts and sales. Many professionals have stressed the importance of training for organizational success. This is linked into the bigger picture of constant organizational change and developments in HR and talent management systems. The program specifically will give you detailed knowledge on the training cycle and explain how to prove to top management that training is a great investment. The program’s highlights are:

›       Mastering the training cycle – getting the complete picture of what training does

›       Learn how training needs analysis and training evaluation work

›       Appreciate the career structure in training and what’s involved in career development

›       Learn about how to set learning objectives and understand adult learning

›       Understand talent management & succession planning

›       Learn how to conduct a cost-benefit analysis and calculate training ROI

PROGRAM'S OBJECTIVES

This Program’s Attendees Will Be More Able To:

›       Describe the training cycle and its application in the modern training and development department

›       Discuss the limitations and advantages of a competency based approach to training

›       Calculate a training cost benefit and/or a training return on investment (ROI)

›       Differentiate between training, learning and talent management (analysis)

›       Design a program outline utilizing Blooms taxonomy for educational objectives

›       Defend training decisions based on cost-benefit analysis

›       Appreciate the importance of adult learning

›       Develop training coordination skills

›       Develop personal skills in training & development administration

›       Master the jargon and be able to become professional in your approach

›       Be able to make sound decisions on which areas of training you might want to work in

›       Be more effective in your day to day work by mastering training processes

PROGRAM'S ATTENDEES

›       New and existing training coordinators

›       New and existing training specialist

›       Those involved in training or HR administration

›       Training personnel who need to update their skills

›       Human Resource (HR) professionals and HR Business Partners

›       Talent Managers

›       Those involved in nationalization programs

›       Supervisors or technical staff (including engineers) who train others and who need a good understanding of how training works

PROGRAM'S OUTLINE

THE ROLE & FUNCTION OF TODAY’S TRAINING DEPARTMENTS

›       Introduction and program objectives

›       Why do we need to train anyone?

›       The role of training and activities covered

›       Roles in training – exercise

›       The training cycle (Analysis, Design, Develop, Conduct, Evaluate)

›       How Adults Learn: Andragogy

›       The Conscious Competence Model

›       Assessing your own learning style

TRAINING NEEDS ANALYSIS (TNA) & COMPETENCY BASED TRAINING (CBT)

›       What is training needs analysis?

›       Identifying and meeting learning needs

›       How TNA techniques helped

›       TNA practical exercise

›       How to prioritize training needs

›       Brief overview of DIF analysis

›       Competency based training (CBT

›       How competencies are constructed

LEARNING OBJECTIVES & TESTING

›       Understanding learning objectives

›       Learning strategies

›       Writing objectives using bloom’s taxonomy

›       Revised taxonomy

›       The role of testing in training

›       Key properties that psychometric tests should have

›       Personality questionnaires and their limitations

›       Aptitude and ability tests

TRAINING EVALUATION - COMPLETING THE CYCLE

›       What is training evaluation

›       Kirkpatrick's Levels of Evaluation

›       Measurement

›       Reaction evaluation - end of program reviews

›       The performance grid

›       Showing the benefit of evaluated training – formula to use

›       Calculating a Cost-benefit

›       Return on Investment (ROI)

TALENT MANAGEMENT & ESSENTIAL TRAINING ADMINISTRATION ISSUES

›       Talent management - explored

›       Succession planning, mentoring & coaching

›       Nationalization programs

›       Managing the training function

›       Training records and administration

›       External and/or internal training decisions

›       Training room set-up

›       Personal action planning 

ADDITIONAL DETAILS