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

• Write learning objectives and be able to do specifications for internal and external use
• Know how to prioritize training and be able to convincingly explain the process to others
• Know how to identify competency gaps and to measure training results from competency based training
• Know what to look for when sourcing external suppliers and how to get best value
• Understand the role responsibilities of the 4 key jobs in training and be able to explain this to others
• Explain to others how training adds value and show practical examples in both Public and Private Sectors

DAY 1

How People Learn and What Interferes with the Learning Process

• Introduction and program objectives
• How adults learn - discussion
• Motivators to the learning process
• Learning styles - demonstration and questionnaire
• How personality plays such an important role in learning
• Reasons why people find it difficult to learn - exercise
• Medical impediments to learning (no matter how good the training is)
• Latest data on memory - and what we can do to improve it – demonstration
•  

DAY 2

The Role and Function of Today’s Training Departments

• Group exercise - what does training do?
• The roles within training
• The new training activities map - discussion
• So who should do what in training - group exercise
• Feedback from exercise
• Should training be a profit center and how should it demonstrate value?
• Training role in other matters - succession planning
• Business emergency procedures - exercise

DAY 3

The Two Principle Training Requirements - Competency & Performance

• Competency - The History
• How competencies are constructed - practical exercise
• How much training comes from competency requirements
• Measuring before and after results of competency based training
• What is performance
• Types of performance based training - group exercise
• How to measure and evaluate performance based training
• DVD - Training in action - group feedback and review

DAY 4

The Training Cycle 

• How training is identified - group exercise
• New and easier approach to Training Needs Analysis
• DVD on TNA - discussion
• How to cost training - easy method - demonstration
• Keeping accurate training records - what’s needed and new software
• How to prioritize all training - group exercise
• Prioritizing training - feedback and process needed
• How much value is in training - Case study and results

DAY 5

Getting the Best from Internal and External Training Providers

• Understanding Learning Objectives
• How to write learning objectives - group exercise
• Short cut easy way to write competency based learning objectives
• How would you measure performance based learning objectives - discussion
• Should high level training results be rewarded?
• A professional evaluation tool should you need one
• Review of progress to date - your presentations
• Accreditation

• All Training Managers and Professionals
• Training Coordinators
• Senior Training Administrators
• Training Designers and Developers
• Those who have a responsibility for training others
• Those who wish to move into training management
• HR Management and Professionals with an interest in training
• Line Managers with an interest in training