Linking Training to Organizational Goals

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Linking Training to Organizational Goals

Today, those in training functions need to understand strategy and the role of training in today’s fast-moving environment in making sure strategic goals are met. This new training seminar will help anyone in training to convert strategic goals into action – with both timelines and budgets. One critical area is, of course, competency levels – which are an excellent example of a strategic goal. Master the techniques and gain a skill that few professionals in training have.

Highlights of this engaging training course are:

How to produce focused training strategies and plans and use the training matrix?

How to influence by producing clear, understandable results?

How to explore many options for learning?

How to get the best out of people through two different approaches: performance and competency?

How to demonstrate added value and ROI?

How to get the best out of people through development?

You might be interested in another Learning and Development programs as a next step.

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  • COURSE TYPE Practitioner
  • COURSE NUMBER
  • DURATION 5 days
  • COURSE ACCREDITED BY Local Certificate

YOU WILL LEARN HOW TO

The training seminar is based on a combination of interactive activities – group and individual exercises, case studies, skills practice and discussions – along with formal inputs. The environment will be supportive in which individuals with varying degrees of experience will be encouraged to share the approaches they currently use as well as try out new ones that they encounter on the training seminar. The training seminar instructor will be available to answer any questions an individual may have and to act as a facilitator for building and applying these new approaches.

Delegates will get a Strategic Wall Chart, and the Training Work Areas Chart along with a fully indexed manual and a soft copy of the manual and slides used.

By the end of this training seminar participants will be able to:

Describe the role of training within an organization – linked to the strategic plan

Clearly show which training contributes directly to the goals of the organization

Use a strategic model and training schema to align training clearly with the organizational goals

Conduct an effective training needs analysis

Develop a training strategy

Evaluate training and promote value-added training

IMPORTANT COURSE INFORMATION

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

COURSE OUTLINE

Modules:

Module 1: Business Strategy and Training

Introduction

Objectives

Introduction to Training, Development, and Learning

So Why Do We Need to Train Anyway?

How Businesses Set Their Strategy?

The Importance of Aligning Training Strategy – the HR and Training Strategic Model

The Role of Training in Supporting Business Strategy – How to Write Strategic Goals

Defining the Training Function

Module 2: Developing a Focused Training Solution

The New Systematic Training Cycle

Competence – 95% of All Trainings Organisational Goals

Where Performance Training Fits – the 5% that Makes 100% Difference

Serious Limitations that Training Has – 10 -15% of the Workforce Will Be Unresponsive to Training

Different Learning Methods – From E-learning to Classroom

Developing Learning Solutions and Blended Learning

Training Design Principles

Selecting the Trainer

Module 3: The Training Strategy

A Strategic Approach to Doing TNA to Best Meet Organisational Goals – New Approaches to TNA

Actioning Organisational Goals

Case Study Review – Lessons Learned

Organisations and Change – Driving the Need for Training

Responding to Organisational Change

Why Don’t People Like Change?

How to Prioritize Training to Get the Best Value?

Module 4: Building the Value of Training

The Providers of Training

Developing Partnerships and Suppliers – Writing Training Specifications to Get the Best Value

Pilot Programmes for Validation

Evaluation for ROI – How to Do It?  – A Model for Use

Case Study – Evaluating and Measuring Return on Investment

Validation of the Training Process for Quality Assurance

The Need for Tests and Assessments

Module 5: Developing Your Training Strategy

Creating the Training Plan

Creating a Budget Using Unit Costs

The Use of Service Level Agreements

Reporting Training Activities Against Plan

Post-Seminar Peer Network Support

Action Planning

Key Concepts Learned and Personal Development Plans

  • In The Classroom

  • Live, Online

  • Private Team Training

  • Indiviual Private Session

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