Introduction:
This program is designed for anyone in training or involved in development and who needs to understand how all the elements of training work. The program specifically will give you detailed knowledge of the new training cycle and explain how to get the best from external and internal training and suppliers.
Targeted Groups:
Training Personnel
HR Personnel
Training Coordinators
Training Administrators
People who interested to be involved in the training department process
Course Objectives:
At the end of this course the participants will be able to:
Write learning objectives and be able to do specifications for internal and external use
Know how to prioritize training and be able to convincingly explain the process to others
Know how to identify competency gaps and to measure training results from competency-based training
Know what to look for when sourcing external suppliers and how to get the best value
Understand the role responsibilities of the 4 key jobs in training and be able to explain this to others
Explain to others how training adds value and show practical examples in both the Public and Private Sectors.
Master the lingo and be able to become professional in your approach
Targeted Competencies:
Mastering the new training cycle
Specify training from external providers
Managing demands and prioritize any training request
Implementing a training system and understand the software available
Course Content:
Day 1: How People Learn and What Interferes with the Learning Process:
How adults learn
Motivators to the learning process
Learning styles
How personality plays such an important role in learning
Reasons why people find it difficult to learn
Medical impediments to learning (no matter how good the training is)
Latest data on memory – and what we can do to improve it
Day 2 : The Role and Function of Today’s Training Departments:
What does training do?
The roles within training
The new training activities map
So who should do what in training
Feedback from exercise
Should training be a profit center and how should it demonstrate value?
Training role in other matters – succession planning
Business emergency procedures
Day 3 : The Two Principle Training Requirements – Competency & Performance:
Competency – The History
How competencies are constructed
How much training comes from competency requirements
Measuring before and after results of competency-based training
What is performance
Types of performance-based training
How to measure and evaluate performance-based training
Day 4 : The Training Cycle:
How training is identified
New and easier approach to Training Needs Analysis
TNA discussion
How to cost training
Keeping accurate training records – what’s needed and new software
How to prioritize all training
Prioritizing training
How much value is in training
Day 5 : Getting the Best from Internal and External Training Providers:
Understanding Learning Objectives
How to write learning objectives
Shortcut easy way to write competency-based learning objectives
How would you measure performance-based learning objectives
Should high-level training results be rewarded?
A professional evaluation tool should you need one
