Course details

Overview ?

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

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

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 – 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

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

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?

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

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?