18 - 22 Nov 2024
Kuala Lumpur (Malaysia)
Hotel : Royale Chulan Kuala Lumpur
Cost : 5250 € Euro
This practical training course provides the newest thinking, methods and tools to be ready to complete two of the foremost important areas of coaching – Training Needs Analysis (TNA) and Evaluation. it'll also show those attending the way to demonstrate the added value of coaching activities. These are the 2 areas which will really make a difference to any training function in linking training more on to the requirements and outcomes of the organization.
• Learn more about TNA within the context of what the organization requires from training
• Understand the necessity for data to tell the necessity for, and outcomes from, training
• Learn the way to measure the worth derived from training
• Be ready to show training costs and calculate the Return on Investment
By the top of this training course, delegates are going to be able to
• Identify and be ready to use the 4-level model for doing Training Needs Analysis and be ready to manage the portfolio of needs
• Master competency frameworks to maximize their usage and value to the delegate’s own organization
• Measure the Return on Investment (ROI) on a training course
• Understand the way to embed evaluation into the training cycle in order that the ROI are often measured
• Assess which training is suitable for ROI measurement
• Practice measuring ROI in a variety of coaching situations
This training course will utilize a spread of proven learning techniques to make sure maximum understanding, comprehension, retention of the knowledge presented. The training course is conducted via a complicated Learning Platform within the comfort of any location of your choice.
A few of the advantages the organization will gain are
• Having a typical and auditable approach to training
• Having a way higher success rate and identifying the proper training through a process approach to TNA and evaluation
• Having concrete information which can show clearly the worth of coaching to the organization
• Having confident and competent training staff thinking and operating more sort of a business partner
• Having an approach to evaluation which can provide consistent results
The benefits individuals will gain from this training seminar are
• Getting the entire tool box to be ready to do accurate TNA and Evaluation
• Being easier in using data from a variety of sources to tell the necessity for training and to raised measure the outcomes of coaching
• Gaining sufficient expert guidance to be ready to implement immediately what has been taught and put it into operation
• Gaining the arrogance needed to be ready to make a difference within the company
• Being ready to demonstrate the immediate value of this course on return to the workplace
• Knowing the tools to be ready to operate more sort of a business partner Target Audience
• Anyone in training or HR who must master either TNA or evaluation
• HR Professionals who got to understand how training are often measured
• Those curious about maximizing the training budgets
• Those liable for training budgets and who got to know what’s required
• Training Managers • Training Coordinators
• Supervisors who are involved training and development
Day One:
The Modern Approach to Training Needs Analysis
• What does a corporation want from training?
• How is HR responding?
• Linking Training more overtly to the Organizational Strategy and Business Plan
• Analyzing your Customer Base – The Four Quadrant Model
• Quadrant One: Organizational needs - what proportion of the method is governed by TNA?
• Using Competency Frameworks
• Making Competency Frameworks more Line Manager Friendly
• When is an employee competent – When is enough?
Day Two:
Quadrant Two: Department Needs & Quadrant Three: Team Needs
• Quadrant Two: Departments • The Specific Requirement Departments Have
• The Need for Data in Assessing Departmental TNA
• Understanding the Technical Ladder and Its Implications for Training and Development
• How the leadership pipeline differs?
• Quadrant Three: TNA for teams
• Tools for Analyzing Team Training Needs
Day Three:
Quadrant Four: Individual Needs / the primary Steps in Evaluation – Understanding Unit Costs
• Quadrant Four: Individual Needs
• The 70 / 20 / 10 Model of coaching and Development
• Ways to coach aside from Attending a Training Course
• The Role of coaching in Curating Material to Support Knowledge Transfer and Developing Organizational Knowledge
• Embedding the broader Notion of Development – the necessity for private development plans
• Understanding Unit Costs – the beginning points for evaluating training
Day Four
Mastering the Evaluation Process
• Validation vs. Evaluation – what's the difference?
• Improving the Usefulness of the Validation Form / the top in fact Questionnaire
• Evaluation Models Explained
• The Return-on-Investment Formula – explaining what's then required
• Embedding Evaluation into the Training Cycle and the way to try to to it
• Practical Tips in Evaluating Training
Day Five:
Practical samples of Evaluation – Your Chance to Master the Techniques
• Evaluating the value of other sorts of Training, Competency Improvement, Delegate Own Examples
• Accountability of coaching Department to ensure and Produce Results – The Competencies Required
• Should all training be subject to Evaluation?
• Summary of Main Themes Discussed
• Delegates’ Action Planning