This programme can run as an online or classroom training
(Available also for Customised Training by Duration, Venue & Fee)
Programme Description
Because the current roles of Learning and Development (L&D) in all organizations will change in the future in line with the trends in best practices, efforts of the employees in all L&D department must match up favourably. They must provide more focused learning and achieve better Return on Investment (ROI) from their training initiatives.
The L&D professionals must always deliver courses that drive business, if they will be true business partners.
The L&D professionals must always be at the cutting edge of self organization and inject great sense of passion into what they do.
The most prominent of the range of competencies that will achieve all these are what this course addresses.
Programme Objectives
By the time the course ends participants will know well how to:
Align training and development function to strategic priorities of the organization
Design learning programmes that are compelling and meet learners requirements as individuals and the requirements of the organization as a whole
Secure adequate resources for L&D projects and activities
Manage effectively relationships with stakeholders
Attain training logistics competence
Master excellent facilitation skills.
Course Contents
DAY ONE
The Organization’s Strategic Objectives
The Organization’s Core Values
The L&D Functions
L&D Linked to Business Strategy
What is Education? What is Training?
Manpower Planning and Needs for Training
Key Elements of L&D Business Plan
DAY TWO
Competency-based Learning Intervention
- Performance drivers
Identifying Skills Gap – Training Needs Analysis
- Components of an effective Learning Needs Analysis
- What are Training Needs?
- Three levels of Training Needs
- Symptoms of the existence of training needs
- Critical questions in assessing training needs
- Approaches to training needs identification
- Gap Analysis
Job/task analysis
Behavioural repertoires
Inventory of skills and knowledge requirements
Training gap assessment
- Identifying Critical Competencies
- Identifying relevant and desired proficiency levels
DAY THREE
Curriculum Planning
The Curriculum Development Process
Components of curriculum planning
Job cluster matrix
Performance criteria
Competencies analysis
Proficiency levels
Curriculum development
Training Inventory
Training courses
DAY FOUR
Effective Management of Training
Management modalities for Local Programmmes
Management modalities for Inplant Programmmes
Management modalities for International Programmmes
Setting and managing training budget
Drawing up a costing matrix
Maintaining control and cost information
Venue Arrangement Protocols
Finding the best places
Dealing with traveling time
Booking into accommodation
Laying Out the Training Room
The classroom format
The U-shape format
The boardroom format
Syndicate rooms
Relationship with Facilitators
Confirming event details with Facilitators
Proofing relevance and quality of Facilitator materials
DAY FIVE
Training Delivery Methods
Introduction to the Art of Teaching
Adult Learning Process
- Psychology of assimilation
- Why adults learn
- How adults learn
- Care about learning atmosphere
Designing a training session
How to write training objectives
Preparing the Training Material
Overview of learning styles
Tips for effective presentations
Training Steps
- Planning and preparing
- Audience knowledge
- Designing a training session
- Essential facilities for learning.
Training Evaluation
Course contents
Trainer’s methods
Training environment
Relevance
Applicability on the job
Post-course development plan.
