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

• Analyze how Training & Development contribution to business performance
• Reposition Training & Development by adopting a measured approach
• Examine administration systems and techniques
• Develop a profile for the Training Coordinator role
• Apply a new 4 quadrant analysis model for individual performance issues
• Be able to apply the 10 steps in the training cycle
• Consider action planning for your return to work including training requirements

DAY 1

• Introduction
• Change in organizations, including case studies.
• Positioning Training & Development  to ensure delivering strategic success
• Aligning Training & Development activities to the business needs
• Training & Development activities and organizational success including case studies

DAY 2

• The skills and attributes of a Training Coordinator – exercise
• How do people learn?  When making training decisions – exercise
• Accounting for individuals’ learning styles – questionnaire and exercise
• Resources planning -  medium and long term requirements
• Managing change – managing your own training and development needs

DAY 3

• The relationship between T & D and company performance
• At the Corporate level – including case study
• Departmental and section training needs
• Team development including Planning (TDP)
• Personal Development Plans, manpower/ talent management

DAY 4

• Delivering effective structured seminars.
• Application of the 10 step training model using a case study
• The use of Validation Techniques and Methodologies
• How to construct an Evaluation Survey and using learning
• How to present results to best effect – evaluation in action.

DAY 5

• Understand the Training and Development budget planning process
• Generating Individual action plans, and agreeing priorities
• Review and seminar recap
• Review

This seminar is specifically aimed at showing you the professional way to approach training and development. Therefore it is suitable for:

• New and existing training coordinators
• New and existing training specialist
• Those involved in training or HR administration
• Training personnel who need to update their skills
• Human Resource (HR) professionals and HR Business Partners
• Talent Managers
• Those involved in nationalization programs
• Supervisors or technical staff (including engineers) who train others and who need a good understanding of how training works