This course is suitable to a wide range of professionals but will greatly benefit:

• Summarize of the main theories surrounding the development of effective HR
• Practice using new techniques to transform any training activity
• Develop an understanding of human resources development and personnel management practices
• Develop awareness the advantages of effective human resource management
• Develop an awareness of key HR and HRD strategies for improving organizational success
• Demonstrate trends and do efficiency analysis
• Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
• Measure skills, knowledge, behavior, competency, style, self-belief, attitudes and personality
• Find out how to analyze and evaluate - everything
• Produce hard data on training effectiveness and individual application
• Know how to critically evaluate current HR practices
• Introduce an effective recruitment process
• Understand how to get people to work more effectively
• Learn from practices in top companies that surpass “Best Practice” 

Introduction to HRM, HRD, and HRP:

• The context for HR
• Change management
• Human Resource Management V Personnel Management
• Human Resource Development (HRD)
• Human Resource Planning (HRP)
• Strategic HRM – the new HR Strategic Model
• Outsourcing

Resourcing & Recruitment:

• The employment psychological contract
• Why do good people leave?
• The process approach to interviewing
• Induction, job descriptions, and references
• Personality Questionnaires and forms of testing
• Methods of detecting when applicants don’t tell the truth
• The new recruitment process to avoid litigation
• The value of using assessment centers

Pay & Employee Reward:

• Employee motivation
• Salary, bonuses & benefits
• Understanding competencies
• Competency-based Assessment
• Competency and performance-based pay
• Different structures – different pay and rewards
• Total pay concept
• Salary surveys

Training Learning & Development:

• Career management
• Personal development
• Coaching
• Mentoring
• E-learning
• How flat organizational structures and empowered teams affect training and development
• Self-Development
• 360-degree feedback as a development tool

Value For Money From HR:

• The new HR structure
• New roles within HR
• HR Business Partners
• Value of trend analysis and HRP
• Internal and External Frameworks
• Proving ROI on HR activities

The Added Value Role of Today’s Training Analyst:

• What value does training offer 
• 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

• Managing and being accountable for training expenditure
• Adding value through training activities
• The role of the training analyst

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 
• 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?

Specifying and Constructing Training Properly:

• What are learning outcome objectives and why do we need them?
• How to write learning outcome objectives 
• 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 
• Use of “clipped” video sequences

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

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?

• HR Personnel
• Training Managers and Training Personnel
• Training Budget Holders
• Succession Planners and those responsible for People Development
• HR Practitioners and Line-Professionals
• Professionals with an interest in People Management and Development