At the end of this course delegates will be able to:

• Describe the training cycle and its application in the modern training and development department (knowledge)
• Discuss the limitations and advantages of a competency based approach to training (comprehension)
• Calculate a training cost benefit and/or a training return on investment (ROI) (application)
• Differentiate between training, learning and talent management (analysis)
• Design a course outline utilising Blooms taxonomy for educational objectives (synthesis)
• Defend training decisions based on cost-benefit analysis (evaluation)

Day 1

The Role and 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

Day 2

Training Needs Analysis (TNA) and Competency Based Training (CBT)

• What is training needs analysis?
  
• Identifying and meeting learning needs
• How TNA techniques helped – case study
• TNA practical exercise
• How to prioritise training needs
• Brief overview of DIF analysis
• Competency based training (CBT) - the debate
• How competencies are constructed –practical exercise

Day 3

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

Day 4

Training Evaluation - Completing the Cycle

• What is training evaluation
  
• Kirkpatrick's Levels of Evaluation
• Measurement
• Reaction evaluation - end of course reviews
• The performance grid
• Showing the benefit of evaluated training – formula to use
• Calculating a Cost-benefit
• Return on Investment (ROI)

Day 5

Talent Management & Essential Training Administration Issues

• Talent management - explored
  
• Succession Planning, Mentoring & Coaching
• Nationalisation Programmes
• Managing the training function
• Training records and administration
• External and/or internal training decisions
• Training room set-up
• Personal Action Planning

This course is specifically aimed at showing you the professional way to approach training and development. Therefore it is suitable for:

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

Organizational Impact

Those organisations supporting this program will:

• Have staff trained in the latest training and development approaches
• Support nationalisation and talent management initiatives
• Incorporating taught skills and techniques into their work behaviour, participants will demonstrate more effective training coordination skills
• Have properly trained and informed people who will be able to add value when they return to work
• Be able to justify training spend based on cost benefit analysis
• The course will be delivered taking into account of cultural issues

Personal Impact

• 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