Because the current roles of Learning and Development (L and D) in all organizations will change in the future in line with the trends in best practices, the efforts of the employees in all L and D departments must match up favourably. They must provide more focused learning and achieve better Return on Investment (ROI) from their training initiatives.

The L and D professionals must always deliver courses that drive business if they will be true business partners.

The L and D professionals must always be at the cutting edge of self-organization and inject a great sense of passion into what they do.

The most prominent of the range of competencies that will achieve all these are what this course addresses.

Programme Objectives

By the time the course ends participants will know well how to:

• Align training and development function to strategic priorities of the organization
• Design learning programmes that are compelling and meet learners requirements as individuals and the requirements of the organization as a whole
• Secure adequate resources for L and D projects and activities
• Manage effective relationships with stakeholders
• Attain training logistics competence
• Master excellent facilitation skills.

Course Contents

Day One

• The Organization’s Strategic Objectives
• The Organization’s Core Values
• The L and D Functions
• L and D Linked to Business Strategy
• What is Education? What is Training?
• Manpower Planning and Needs for Training
• Key Elements of L and D Business Plan

Day Two

• Competency-based Learning Intervention
  • Performance drivers

• Identifying Skills Gap – Training Needs Analysis
  • Components of an effective Learning Needs Analysis
  • What are Training Needs?
  • Three levels of Training Needs
  • Symptoms of the existence of training needs
  • Critical questions in assessing training needs
  • Approaches to training need identification
  • Gap Analysis

• Job/task analysis
  • Behavioural repertoires

• Inventory of skills and knowledge   requirements
• Training gap assessment
  • Identifying Critical Competencies
  • Identifying relevant and desired proficiency levels

Day Three

Curriculum Planning

• The Curriculum Development Process
• Components of curriculum planning
• Job cluster matrix
• Performance criteria
• Competencies analysis
• Proficiency levels
• Curriculum development
• Training Inventory
• Training courses

Day Four

Effective Management of Training

• Management modalities for Local Programmes
• Management modalities for implant Programmes
• Management modalities for International Programmes
• Setting and managing training budget
• Drawing up a costing matrix
• Maintaining control and cost information

Venue Arrangement Protocols

• Finding the best places
• Dealing with travelling time
• Booking into accommodation

Laying Out the Training Room

• The classroom format
• The U-shape format
• The boardroom format
• Syndicate rooms

Relationship with Facilitators

• Confirming event details with Facilitators
• Proofing relevance and quality of Facilitator materials

Day Five

Training Delivery Methods

• Introduction to the Art of Teaching
• Adult Learning Process

- Psychology of assimilation

- Why do adults learn

- How adults learn

- Care about learning atmosphere

• Designing a training session

• How to write training objectives
• Preparing the Training Material

Overview of learning styles

• Tips for effective presentations
• Training Steps
  • Planning and preparing
  • Audience knowledge
  • Designing a training session
  • Essential facilities for learning.

Training Evaluation

• Course contents
• Trainer’s methods
• Training environment
• Relevance
• Applicability on the job
• Post-course development plan.

Note: Available as Classroom Training as Well as Online Training