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

• Measure the effectiveness of training, using the latest evaluation model
• Demonstrate trends and do efficiency analysis
• Measure skills, knowledge, behavior, competency, style, self-belief, attitudes and personality
• Measure competency by department, or company-wide using specific new techniques
• Use unit costs to understand budgets and the true cost of training activities

DAY 1

• What value does training offer?
• The need for training to produce measurable results
• It is 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 or the results of training
• Adding value through training activities
• The role of the training analyst

DAY 2

• Learning styles and their impact on training courses
• How to measure learning styles inexpensively
• Personality and its impact on training results 
• What can training realistically achieve?
• Can you overcome learning difficulties
• Critical times to get the best from training
• Retention and its critical role in what we can remember
• Motivation factors in learning 

DAY 3

• What are learning outcome objectives and why do we need them?
• How to write learning outcome objectives
• The documents needed for any training course
• 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 professional training videos

DAY 4

• Budget spent and the monitoring of costs
• Creating value from training
• Understanding fully how competency frameworks work.
• What is performance - is it related to competency?
• Measuring improvements after training - how to do it
• The need to measure competence
• Performance-based training – the way to add value

DAY 5

• Formulas needed and unit costs
• Maximizing but not controlling training activities
• The new leadership role of training
• Should training functions be profit centers?
• What is the role of end of course questionnaires?
• Actions when returning to work

• Managers
• Executives
• Training personnel
• Trainers
• Those who need to understand about measurement, ratios and how effective training can be