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