Repositioning Training and Development to Support Business Profitability Course

Course Details

The role of Training Managers and Administrators can be a varied and challenging role to deliver successfully, never the less it plays a vital part in ensuring that organizations reduce the performance gap.

This highly interactive program includes:

• Influencing techniques.
• Training needs analysis
• Design and delivery of training
• Learning styles
• Evaluation and validation methodologies

By applying these new skills and knowledge acquired over the week on returning to work, you will notice an immediate impact, enabling you to experience improvements and greater efficiencies on a day-to-day basis.

Course Objectives

• Analyze how Training and Development contribute to business performance and profitability.
• Reposition Training and Development by adopting a measured approach
• Examine administration systems and techniques
• Develop a profile for the Training Coordinator and Administrators role
• Apply a new analysis model for individual performance issues
• Explore the various approaches in the training cycle
• Review Talent management and succession planning methodologies
• Consider action planning for your return to work including training requirements




Course Outlines

Designing Training and Development to support Business Vision

• Introduction, program objectives and ways of
• working
• Change in organizations, including case studies
• Positioning Training and Development to ensure delivering strategic success
• Aligning Training and Development activities to the business needs
• Training and Development activities and organizational success including case studies

Understanding the role of a Training Coordinator and Administrator

• The skills and attributes of a Training Coordinator and Administrator - exercise
• How do people learn? When making training decisions - exercise
• Accounting for individuals' learning styles - questionnaire and exercise
• Resources planning - medium and long-term requirements
• Managing change - managing your own training and development needs

Considering Training Needs Analysis using corporate and Individual Models

• The complex relationship between T and D and company performance
• At the Corporate level - including case study
• Departmental and section training needs
• Team Development Planning (TDP)
• Training needs analysis models

Examination of Validation and Evaluation Techniques

• Delivering effectively structured training programs
• Application of the 10-step training model supported by a case study
• The use of Validation Techniques and Methodologies
• How to construct an Evaluation Survey and use learning
• How to present results to best effect - evaluation in action.

Talent Management and Succession Planning - Where Training Coordination and Administration fits in with this process

• The effects of Succession Planning on the organization
• Understanding the Training and Development budget planning process
• Generating Individual action plans, and agreeing on priorities
• Review and program recap
• Final review, presentation of certificates

Who should attend?

• Training Administrators, who are in regular contact with individuals or line managers involved in performance improvement?
• Personnel whose main responsibility is the co-ordination or administration of training needs, organizing training events, selecting programs or engaging external consultants
• Full-time T and D or HR specialists - including line managers with responsibility for the T and D of their subordinates
• Technical professionals wishing to re-validate their knowledge and understanding when conducting training
• Professionals who wish to experience new approaches for Training Coordinators and 
• Administrators
• The program will be delivered using an interactive style, using group discussions and program material, encouraging active participation, exercises, real-life case studies and questionnaires. There will also be the opportunity to discuss individual issues on a one-to-one basis with the Program Leader.