Managing Training and Development

Managing Training and DevelopmentManaging Training and Development effectively can significantly contribute to the organisations strategy, providing there is a clear line of sight between what is required to achieve your strategic intent and the development that is offered.

Training and Development can make a major contribution to organisational, team and individual effectiveness, and if focused on organisational goals will provide you with a competitive advantage, growth and success. However when Training & Development is managed ineffectively it becomes an immeasurable cost

The competencies required of individuals in corporate training departments demand a strategic approach to managing training and development, and include an in depth business understanding, creativity, facilitation skills, and knowledge and internal consulting process competencies.

Managing Training and Development

There is no excuse for not getting a significant return on your investment in training and development! You will find a range of options below to assist in Managing Training and Development and to develop the competence and credibility of the people who operate in training functions

Developing Skilled Training Professionals

Who will Benefit?

Duration 3 days.

The event enables learners to operate throughout the complete training cycle and it is supported by individual assessments of competence.

Managing Training and Development Content

Identifying Training Needs
Performance Objectives:

  • Describe the purpose and principles of training needs analysis and create a specification/outline for the training
  • Select and apply methods and techniques of collecting and information from individuals and across the organisation to enable accurate identification of training needs
  • Utilize the Seven C’s Framework to identify the learning requirements and needs of individuals
  • Differentiate between a range of learning approaches and methods and match them appropriately to individuals training and development needs Ensure that best practice is applied in line with the organisations requirements and the legal context of equal opportunities and confidentiality

Content:

  • What is Training Needs Analysis?
  • Who is Responsible?
  • Where and how do Training Needs Occur?
  • Identify Training Needs  Case Study
  • Aligning Training to Organisational Needs
  • Identifying Current and Future needs
  • Methods of Identifying Needs
  • Identifying Development Needs of Specific Occupations
  • Identify Individual Training Needs
  • Prioritising Training Needs
  • Learning Styles and Preferences

Adult Learning Preferences
Performance Objectives:

  • Demonstrate understanding of the conditions and requirements that accelerate adult learning
  • Sequence a training and development session to appeal to a range of learning styles
  • Select options which meet learning preferences
  • Design a training and development session for learners
  • Build in methods to enable learners to transfer the learning into the workplace

Content:

  • How do People Learn?
  • The Nature of Learning – Cognitive learning (Memory) Affective learning (Understanding) Psychomotor learning (Doing)
  • Exploring Theories of Learning
  • Motivation for Learning – Rewards
  • Learning Transfer
  • Who are Your Learners?
  • Barriers to Learning

Create Learning Materials
Performance Objectives:

  • Develop training and development materials to support a range of learning styles
  • Use White Space, Graphics Colour and text to accelerate learning
  • Test and modify proposed training and development methods
  • Consider accessibility and portability of learning materials

Content

  • Identify Activities to Appeal to Learning Styles
  • Identifying and Specifying Aims and Objectives
  • Developing a Lesson Plan
  • Managing Resources
  • Introduction to Assessment Methods
  • Beginnings and Endings

Managing The Process
Performance Objectives:

  • Analyse your instructional style
  • Identify When & How to Adapt your instructional style
  • Develop rapport with learners
  • Establish a learning climate that encourages learning
  • Analyse group dynamics
  • Maintain a healthy group Environment
  • Manage Prisoners, Passengers, Protesters and Participants
  • Increase learner motivation
  • Interpret non verbal messages
  • Employ non verbal techniques to minimise conflict
  • Use competition constructively
  • Manage with your own stress levels

Content:

  • Creating Rapport
  • Developing Cohesive Groups
  • Credibility the Key Components
  • Managing Trainer Anxiety
  • Creating a Scene of Success with Feedback Finesse
  • Brain Friendly Learning Techniques
  • Selecting and Adapting Training Methods
  • Recognising and Managing  Behaviour Directed at Learning
  • Recognising and Managing Behaviour NOT Directed at Learning
  • Managing Conflict
  • Planning a Presentation

Assessment & Evaluation
Performance Objectives:

  • Identify the scope, purposes and features of effective assessment
  • Describe a range of assessment methods
  • Select appropriate assessment methods
  • Identify the difference between competence and non-competence based assessment
  • Define effective evaluation criteria

Content:

  • What is Assessment?
  • Why do We Assess?
  • What do We Assess?
  • Who is The Assessor?
  • Standards and Criteria for Assessment
  • Making sure assessment is Valid and Reliable
  • Evaluation and Assessment