Managing Training and Development

Day 1 – The Training Function

• Current trends in training and development
• Key training and development roles
• Aligning L&D strategy with HR and business strategy
• Define and create your vision, mission and training function priorities

 Day 2 -Analysis of training needs and interests

• Conduct a training department systems audit
• Using TNA to assist in the development of organisation and staff
• Determine where you are in the training life cycle

Prioritising training needs and interests

• Determine if training is the answer
• Make vague training needs specific
• Sort out training needs vs. wants
• Set criteria for prioritisation – urgency, safety, legal requirements, efficiency, staff morale…

Day 3 -Developing a Training Programme

• Goals and learning objectives
• Content to be covered (leadership skills, communication skills, etc.).
• Delivery format
• In-house or out-sourced?
• Selecting criteria to evaluate training proposals
• Materials
• Participants
• Timing
• Evaluating and measuring success

Building Partnerships with Management and Learners

• Anticipating and responding to the organisation’s needs
• Strategies to market your programmes effectively
• Developing three-way partnerships

Day 4 - Administration and management of the training and development function

• Systems for tracking training and development such as a Learning management system (LMS), HR information system (HRIS), or tracking spreadsheets
• Annual training budget
• Training and development schedule/programme
• Training registration system
• The manager's role in the training
• Managing and developing the training staff 

 Managing the Training Budget

• Create a training cost framework
• Conduct a cost-benefit analysis (ROI)
• Select key performance indicators to demonstrate training’s benefit

Day 5 - Evaluate your training and development

• The Kirkpatrick 4-level Learning Evaluation Model
• Gathering feedback and measuring learner satisfaction
• Assessing knowledge/skills gained as a result of training
• Assessing transfer of learning from classroom to the workplace (3–6 months post training)
• Determining ROI of the training programme

 Review and Action Planning

• Putting it all into practice
• Personal action planning