Mastering Training Needs Analysis and Training Evaluation & Maximising Training ROI

Code

110

Start Date

2024-04-28

End Date

2024-05-09

City

Dubai

Price

4950 $

Language

Participants

1-15

Hotel

click here

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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

European Quality Training and Management Consultancy reserves its full right to change the location of the training program and change the approved lecturer to provide the training program in accordance with the European Quality vision and the conditions of holding the program without prior notice

The European Quality Training and Management Consultancy adopts modern methods of training and raising the efficiency of human resources development, so we follow:

Theoretical lectures through PowerPoint presentations and Visual presentations (videos and short films).
Scientific evaluation for the trainee (pre & post-evaluation).
Brainstorming, application and representation of roles.
Practical situations that are appropriate to the scientific material and with the nature of the work of trainees.
Tests at the end of the course.
The participant receives the scientific and practical material for the training program printed and saved on CD or Flash Memory.
Attendance reports for participants and final results reports with general evaluation of the program.
The scientific material of the training program is prepared in a scientific and professional manner, this is done by the best professors and trainers in all fields and all specialties.
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