Introduction

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.

In this training course on Mastering the Training Cycle, participants will

• 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

Training Objectives

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

Training Methodology

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.

ORGANISATIONAL IMPACT

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

Personal Impact

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

Outlines:

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