The Training Analyst

Day 1: The Added Value Role of Today’s Training Analyst

• What value does training offer – group exercise

• The need for training to produce measurable results

• It’s vital to know who your customer is

• Establishing a training process that works and is auditable –the new schema

• Mastering training costs and budgets –group exercise

• Managing and being accountable for training expenditure

• Adding value through training activities – examples

• The role of the training analyst – presentations

Day 2: How People Learn and Barriers To Learning

• Learning style and their impact on training courses

• How we can inexpensively measure learning style –demonstration

• Personality and its impact on training results –the big five explained

• What can training realistically achieve – case study and discussion

• Can you overcome learning difficulties?

• Critical times to get the best from training – more time in the classroom is not always the answer – demonstration

• Retention and its critical role in what we can remember

• Motivation factors in learning – what can we do differently?

Day 3: Specifying and Constructing Training Properly

• What are learning outcome objectives and why do we need them?

• How to write learning outcome objectives – group exercise

• The document needed for any training course –thee critical documents

• Maximizing the use of visual aid and other aids

• How to calculate room size needed and screen size

• Sound and its part in aiding learning

• The benefit of using specific training videos – examples

• Use of “clipped” video sequences – examples

Day 4: Training Analysis - The Key Areas of Measurement

• Budget spent and the monitoring of costs

• Creating value from training –examples

• Understanding fully how competency frameworks work

• Setting standards for competency and measuring competency improvement

• What is performance – is it related to competency?

• Measuring improvements after training –how to do it

• Competence + performance = productivity

• Software needed to measure competence and performance – also automating TNA

Day 5: Measuring and Reporting Training Results

• Formulas needed (added value) and unit costs

• Maximizing but controlling training activities

• The new leadership role of training

• Dealing with uncertainty during training

• Case studies showing training success

• Should training functions be profit centers

• What is the role of end of course questionnaires?

• Your actions when returning to work