Managing Effective Training & Development

SUITABLE FOR:

Line managers transferring over to the role of training managers, training and personnel officers, existing training managers and all personnel at all levels who have responsibility for managing training and development functions.

OBJECTIVES:

• Be able to integrate business goals with the training strategy.
• Be able to undertake more successful training needs analysis and be able to gather training needs effectively
• Have improved their skills in formulating training and development service contracts
• Be able to manage the training function more effectively
• Have developed skills in measuring the impact of training and development
• Be able to operate as an internal consultant in their organisation

SUMMARY:

This course is designed to make delegates aware of their role and responsibilities within the training department. The function needs to be managed well and to become a major contributor to the organisation objectives. The Training department must be outward focused, in order to introduce organisation initiatives that will provide added value. The topics covered include:

Day One

• Definition and role of the training and development function
• The training and development functions dilemma
• Change and the trainer
• Reasons for managing the training and development function effectively

Day Two

• Key elements in a training and development policy
• Delegates produce their own training and development policy
• Business focused training needs analysis – suggested approach
• Delegates produce their own business focused training needs analysis

Day Three

• Performance management and appraisal
• Key elements in your training and development plan
• Delegates produce their own training and development plan
• The training and development budget – derivations and components

Day Four

• Delegates produce their own training and development budget
• Staffing the training and development function
• Managing a learning organization
• The training and development manager as coach and mentor

Day Five

• Working with the “line”
• Training methodology
• Facilities, equipment, support material and administration
• Validations and evaluations