Mastering The Training Cycle

Day 1:

The Modern Approach to Training Needs Analysis

•  What does a corporation want from training?

•  How is HR responding?

•  Linking Training more overtly to the Organizational Strategy and Business Plan

•  Analyzing your Customer Base – The Four Quadrant Model

•  Quadrant One: Organizational needs - what proportion of the method is governed by TNA?

•  Using Competency Frameworks

•  Making Competency Frameworks more Line Manager Friendly

•  When is an employee competent – When is enough?

Day 2:

Quadrant Two: Department Needs & Quadrant Three: Team Needs

•  Quadrant Two: Departments

•  The Specific Requirement Departments Have

•  The Need for Data in Assessing Departmental TNA

•  Understanding the Technical Ladder and Its Implications for Training and Development

•  How the leadership pipeline differ?

•  Quadrant Three: TNA for teams

•  Tools for Analyzing Team Training Needs

Day 3:

Quadrant Four: Individual Needs / The Primary Steps in Evaluation – Understanding Unit Costs

•  Quadrant Four: Individual Needs

•  The 70 / 20 / 10 Model of Coaching and Development

•  Ways to coach aside from Attending a Training Course

•  The Role of Coaching in Curating Material to Support Knowledge Transfer and Developing Organizational Knowledge

•  Embedding the broader Notion of Development – the necessity for private development plans

•  Understanding Unit Costs – the beginning points for evaluating training

Day 4:

Mastering the Evaluation Process

•  Validation vs. Evaluation – what's the difference?

•  Improving the Usefulness of the Validation Form / the Top fact Questionnaire

•  Evaluation Models Explained

•  The Return-on-Investment Formula – explaining what's then required

•  Embedding Evaluation into the Training Cycle and the way to try to Do It

•  Practical Tips in Evaluating Training

Day 5:

Practical Samples of Evaluation – Your Chance to Master the Techniques

•  Evaluating the value of other sorts of Training, Competency Improvement, Delegate Own Examples

•  Accountability of coaching Department to ensure and Produce Results – The Competencies Required

•  Should all training be subject to Evaluation?

•  Summary of Main Themes Discussed

•  Delegates’ Action Planning