The Professional Training Coordinator
April 9 - April 11
Training coordinators manage the expectations of learners, managers, and suppliers. They identify learning and development needs, source learning resources for individual learners, arrange access to those resources, they manage learning transfer and provide statistics relating to evaluation.Training coordinators manage the expectations of learners, managers, and suppliers. They identify learning and development needs, source learning resources for individual learners, arrange access to those resources, they manage learning transfer and provide statistics relating to evaluation.
The Professional Training Coordinator knows that the provision of modern workplace learning isn’t just about organising training courses, but providing a structured approach to developing a particular skill set through the best methods available for the skills, the environment and the individual learner.
Our learning habits are changing and Professional Training Coordinators know that continuous learning will be essential as the speed of business accelerates. A learner may be motivated to learn something NOW, and perhaps while commuting to and from work the learner watches a video, reads a blog, registers for eLearning or collaborates in an online learning network via what’s app or slack.
This environment presents a variety of new tools and offers tremendous opportunity for the professional training coordinator, who will provide lots of different tailored learning experiences to support employees in their self-directed learning via a variety of learning technologies
So, if you are ready to step into the world of a modern workplace learning advisor. Learn about and apply the best of traditional approaches to coordinating training activity, and be open to exploring a vast range of new tools and technologies to support your role as a Professional Training Coordinator, this exciting event is for you.
Duration: 3 Days
On the journey, you will:
Identify the top ten drivers for training, we will consider the internal and external business influences that generate a need for learning and development
Apply a range of methods to Identify learning needs at organisational, departmental and individual levels
Align learning with business strategy,and know why it’s important
Identify criteria related to specific job performance to enable people to be better at what they do
Identify environmental barriers to performance and motivation, make recommendations to address those barriers
Recognise the benefits of clear objectives as an aid to learners, content designers/curators and to assessing return on investment
Make recommendations for development that is focused on the things people actually need to learn to develop, grow and succeed
Consider the role of learning and development are you an order taker or an impact maker?
Moving from order taker to performance partner
Encourage employee led learning
Explore Going mobile, supporting all of the ways people learn for and at work
Flip the classroom – Integrate technology into the classroom
Explore the top 200 tools for learning
Establish the information requirements of a training record remaining compliant with legal and regulatory requirements
Measure the impact of learning – producing evidence of impact
During the day, we will go on a treasure hunt to find and evaluate a range of apps and tools to engage learners, push learning, and build collaboration.
Please bring your mobile phone, tablet or laptop along to the session to enable you to experiment with the treasure
The Professional Training Coordinator
Our Focus – Day One – The Training Cycle
The Training Cycle begins long before the training program is conducted and continues after the program has been completed.
- It’s called the training cycle! Does workplace learning equal training?
- End to end navigation of the training cycle: Adding value at each stage of the cycle from needs analysis to evaluation
- Identifying activities that enhance quality at each stage of the cycle
Stakeholders in Training and Development
- Identifying stakeholders – What do they want from training & development?
- What/how can they contribute to the activities?
- What help do you need from them?• What help can you give them?
Identifying Learning and Development Needs
- Where do learning and development needs occur?
- Internal & external drivers for training & development – what are the drivers in your organisation?
- Recognising the difference between a “Want” and a “Need”
- The activities involved in identifying learning and development needs
- Translating the results into a specification that informs those involved in the process
- The new job – job analysis to identify potential training needs
- Structuring the training needs analysis discussion
- Do we really need a training course? Differentiate between a range of learning opportunities and match them appropriately to an individual’s learning needs
Activity: Case study identify training needs
Learning Battle Cards Activity
Learn how to identify learning needs and select the most effective methods to promote learning. Design a development process from a full variety of development methods that can be used in your organisation
Our Focus – Day Two – Who are the learners?
We often find that the training that we are planning is targeting a particular group of learners, who share at least some generic characteristics, they may all work in one department, or they may all be apprentices. This does not mean that they all have the same learning needs.
- Learner characteristics and how it affects your learning program
- Enabling different learning needs• Learning Styles helpful or unhelpful?
- Learning preferences, identifying learning conditions that can be effective for one person can cause problems for another.
- Identify the characteristics of your own learning style
- What would you provide to create conditions that best match your learning preferences?
- Identifying learner support needs
- Reasons for unsuccessful trainings and how to avoid
Clarity of Objectives in Learning and Development
- How clear objectives guide stakeholders in learning and development
- The role of objectives for, learners, sponsors, learning designers and for training coordinators
- Selecting external training consultants
- Establishing essential criteria and competencies
- Checking credentials
- Establishing rates and negotiating with suppliers
Supplier evaluation Activity: design a specification to describe details of your training requirement
- Establishing a training records system
- Identifying essential information to be retained and recorded
- Regulatory and compliance information
- Data protection and confidentiality
- Records of training, what should they contain
- Pre-course information requirements for learners
- Post course information requirements for learners
- What do trainers need to know?
Our Focus – Day Three – Supporting Modern Workplace Learning
- Learning and development roles in the modern workplace
- The skills employed by learning advisers, curators, collaboration advisers, facilitators, learning experience designers
- The activities involved in supporting modern workplace learning
Consultancy Skills for Training Coordinators
- What value do you and your department add to the organisation?
- Identifying the scope of your service
- The challenges faced by an internal consultant
- Avoiding the politics and remaining objective
Team Challenge treasure hunt – applications that support modern workplace learning
Each team will find and experiment with a range of applications to support learning. Teams will share their treasure with their colleagues, explaining how the application can support learning
Evaluating Training and Development
- Tools to enable evaluation of continuous professional development
- Models of evaluation
- Formal evaluation forms…what do we need to know?
- Pre-and post learning reports
Activity Make recommendations for improvements to induction training at Conran’s Toy Factory
Your Professional Development Needs• Completing your personal development plan