One of the hardest functions of training is managing the training intervention as whole and the sessions in particular. Group training is expensive and usually the results are intangible, leaving a lot of work in justifying the return on investment. Conducting awareness sessions should be treated the same and each session should contribute to the overall success of the program or intervention. Managing the intervention requires careful planning and meticulous organizing of the training event followed by selecting the right presenter/ trainer for the job and designing the training material. The last step of follow-up and measuring the success of the individual sessions and the overall program is the crucial step of finding where and money and efforts were actually spent.
- The Training Management Function
– The essential functions of training management
– Key management functions
– Develop your training management skills
– The Action Plan
- The Training Function as Part of the Overall Organizational Strategy
– Mission and key areas
– Identifying the Key Result Areas
– Establishing personal objectives
– What are your key activities?
– Performance standards and objectives
- Training from the Wider View
– Why do we train?
– The Change Process
– Where are we now?
– Where would we like to be?
– How do we get there?
– What can we do next?
- Setting the Right Goals and Objectives
- Training Needs Analysis (TNA)
– The systematic approach to training
– Assessment of training needs
- A Practical Model for Action
- Organizing and Planning the Training Needs Study
- Design and Implementation of the Training Needs Survey
- Training Needs Survey – Analysis and Report
- Soliciting the Help of the Functional Managers for Effective TNS
- Discuss the Training Needs Survey and Report with Management
- What Is Training Design?
- Ten Steps Model To Effective Training
- Accelerated Learning
- Experiential Learning
- Online and Blended Learning
- The Training Plan
- The Benefits of Planning
- So How Do I Produce A Training Project Plan?
- Work Breakdown Structure
- Gantt Charts (Bar Charts)
- Network Analysis Diagram
- The Matrix
- Time Saving Tips to Complete the Training Plan
- Maintaining Control and Cost Information
- Draw Up a Costing Matrix
- Profiling the Cash Flow
- Budget Reports
- Choosing The Right Learning Opportunity
- What Is Learning?
- Adult Learning Principles
- The Learning Style
– Identifying and Improving Your Learning Style
– Learning and Development Opportunities
- Effective Selection of Candidates
- Bias And Distortion in Selection Interviews
- How to Overcome the Problems
- Setting Competency Criteria
- Making Your Choice
- Preparing the Training Material
– The Why, What, Where, When and What of Training Delivery.
– Writing training materials
* Vary your training methods and media
*Training methods and media review sheet
- Delivering a Training Session
- On-The-Job Training
- Put Learning into Practice
- What is a Training Consultant?
- Training or Facilitating the Learning Process
- Checklist for Selecting the Best Fit for You
- Managing the Relationship
- How to Evaluate the Effectiveness of Training
- Who Should Be Responsible?
- Levels Of Evaluation
– Kirkpatrick’s Model
– Measuring The Return On Investment (ROI)
- Future Learning And Development Options For The Training Manager
- The Individual Action Plan
- Translate the organization’s strategic objectives into training department objectives
- Write a mission statement for the training function
- Establish policies to focus training activities and guide decision-making
- Create strategic and operational training plans
- Develop a strategic training budget to support organizational objectives
- Manage the needs analysis process
- Select the most appropriate training strategies
- Calculate the costs and benefits of training programs
- Manage the design of training programs
- Deal with instructional design challenges
- Prioritize course content to meet tight deadlines
- Manage the delivery of training programs
- Coach trainers to higher levels of performance
- Manage the course evaluation process
- Staff a highly effective training team
- Assess the core competencies of your staff
- Apply a competency-based hiring approach
- Select the best vendors and consultants