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Mastering Training Needs Analysis and Training Evaluation & Maximising Training ROI

Locations & Dates:

Category: HRM ,Training
Date: 20 - 31 Aug 2017
Ref: H3047
Location: Turkey (Istanbul)
Fees: 6750 

MERC Training Center reserves the right to alter dates, content, venue and trainer with a reasonable notice time.
One extra free place for every 2 paid nominees

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

  • Identify and be able to use the 4 level model for doing training needs analysis
  • Master how competencies are constructed and know which are is the best to train to get good results
  • Be able to use the new priority process (2009) to be able to prioritise all training requests
  • Master training evaluation using the 10 step model
  • Know what training is suitable for evaluation and which is not
  • Have practiced evaluating a series of training courses
  • Know how unit costs work and how to use them to make evaluation easy
  • Measure the effectiveness of training using the latest evaluation model
  • Demonstrate trends and do efficiency analysis
  • Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
  • Measure skills, knowledge, behaviour, competency, style, self belief, attitudes and personality
  • Demonstrate how trend changes can benefit the organisation
  • Be able to measure competency by, department or company wide, using specific software packages
  • Develop an understanding human resources development and personnel management practices
  • Develop awareness the advantages of effective human resource management
  • To develop awareness of key HR and HRD strategies for improving organisational success
  • Demonstrate trends and do efficiency analysis
  • Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
  • Measure skills, knowledge, behaviour, competency, style, self belief, attitudes and personality

 

SEMINAR OUTLINE

New Approaches to Training Needs Analysis

  • Introductions and course objectives
  • Alternative options to TNA – DVD Johnsonville foods
  • The four quadrant model of TNA – a new way of analysis
  • Use of a training schema to establish the complete training process and set the rules
  • Who is the customer? Conflicting needs
  • Use of a coding system to code the different types of training
  • Corporate needs into action – how much of the process is governed by TNA?
  • Case study on organisational change –group work
  • Identifying the major drivers world wide that affect organisational TNA Review

 

Quadrant Two Department Needs & Quadrant Three Team Needs

  • The specific requirement departments have – relationship with yearly operating plans
  • Speed of action form identification to action – on going monitoring – what’s needed? Specific analysis tools
  • Case study – creating self empowered teams – group work and DVD FFS
  • Departments – your most challenging customer
  • Quadrant three- TNA for teams – what are there special needs?
  • Use of the Adair model to aid TNA – DVD The Adair model in action

 

Individual Needs, Dealing with Priorities and Training Unit Costs

  • Individual needs – group exercise
  • The 45 ways to train but not by attending a training course
  • How to prioritise training – unique and quick system
  • Understanding and mastering competencies
  • New software advances to simplify and reduce TNA error
  • Understanding unit costs and budgets for training – essential for TNA and evaluation
  • Group exercise – construct a budget in under 20 minutes

 

Mastering the Evaluation Process

  • Validation v Evaluation – what is the difference?
  • Current models explained, Kirkpatrick, CIRO, IES and the 10 step process
  • Understanding the process of evaluation and its position in the training cycle scheme
  • How to use the 10 step process to produce training evaluation –each step explained – team exercises
  • The evaluation formula
  • How you decide what training needs evaluating – use of our priority model

 

Practical Examples of Evaluation – Your Chance to Master the Techniques

  • Case Study One – skills – group exercise and presentation
  • Case Study Two – telephone sales training
  • Accountability of training department to guarantee and produce results
  • Should all training be subject to evaluation?
  • Work on back at work presentations

 

The Added Value Role of Today’s Training Analyst

  • What value does training offer – group exercise
  • The need for training to produce measurable results
  • It’s vital to know who your customer is
  • Establishing a training process that works and is auditable –the new schema
  • Mastering training costs and budgets –group exercise
  • Managing and being accountable for training expenditure
  • Adding value through training activities – examples
  • The role of the training analyst – presentations

 

How People Lean and Barriers To Learning

  • Learning style and their impact on training courses
  • How we can inexpensively measure learning style –demonstration
  • Personality and its impact on training results –the big five explained
  • What can training realistically achieve – case study and discussion
  • Can you overcome learning difficulties?
  • Critical times to get the best from training – more time in the class room is not always the answer – demonstration
  • Retention and its critical role in what we can remember
  • Motivation factors in learning – what can we do differently?

 

Specifying and Constructing Training Properly

  • What are learning outcome objectives and why do we need them?
  • How to write learning outcome objectives – group exercise
  • The document needed for any training course –thee critical documents
  • Maximising the use of visual aid and other aids
  • How to calculate room size needed and screen size
  • Sound and it part in aiding learning
  • The benefit of using specific training videos – examples
  • Use of “clipped” video sequences – examples

 

Training Analysis - The Key Areas of Measurement

  • Budget spent and the monitoring of costs
  • Creating value from training –examples
  • Understanding fully how competency frameworks work
  • Setting standards for competency and measuring competency improvement
  • What is performance – is it related to competency?
  • Measuring improvements after training –how to do it
  • Competence + performance = productivity
  • Software needed to measure competence and performance – also automating TNA

 

Measuring and Reporting Training Results

  • Formulas needed (added value) and unit costs
  • Maximising but controlling training activities
  • The new leadership role of training
  • Dealing with uncertainty during training
  • Case studies showing training success
  • Should training functions be profit centres
  • What is the role of end of course questionnaires?
  • Your actions when returning to work

 

Training Learning & Development

  • Career management
  • Personal development
  • Coaching
  • Mentoring
  • E-learning
  • How flat organisational structures and empowered teams affect training and development
  • Self Development
  • 360 degree feedback as a development tool

 

The Added Value Role of Today’s Training Analyst

  • What value does training offer – group exercise
  • The need for training to produce measurable results
  • It’s vital to know who your customer is
  • Establishing a training process that works and is auditable –the new schema
  • Mastering training costs and budgets –group exercise
  • Managing and being accountable for training expenditure
  • Adding value through training activities – examples
  • The role of the training analyst – presentations

 

How People Lean and Barriers To Learning

  • Learning style and their impact on training courses
  • How we can inexpensively measure learning style –demonstration
  • Personality and its impact on training results –the big five explained
  • What can training realistically achieve – case study and discussion
  • Can you overcome learning difficulties?
  • Critical times to get the best from training – more time in the class room is not always the answer – demonstration
  • Retention and its critical role in what we can remember
  • Motivation factors in learning – what can we do differently?

 

 

Specifying and Constructing Training Properly

  • What are learning outcome objectives and why do we need them?
  • How to write learning outcome objectives – group exercise
  • The document needed for any training course –thee critical documents
  • Maximising the use of visual aid and other aids
  • How to calculate room size needed and screen size
  • Sound and it part in aiding learning
  • The benefit of using specific training videos – examples
  • Use of “clipped” video sequences – examples

 

Training Analysis - The Key Areas of Measurement

  • Budget spent and the monitoring of costs
  • Creating value from training –examples
  • Understanding fully how competency frameworks work
  • Setting standards for competency and measuring competency improvement
  • What is performance – is it related to competency?
  • Measuring improvements after training –how to do it
  • Competence + performance = productivity
  • Software needed to measure competence and performance – also automating TNA

 

Measuring and Reporting Training Results

  • Formulas needed (added value) and unit costs
  • Maximising but controlling training activities
  • The new leadership role of training
  • Dealing with uncertainty during training
  • Case studies showing training success
  • Should training functions be profit centres
  • What is the role of end of course questionnaires?
  • Your actions when returning to work