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 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

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

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.

Organaizational 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 1:

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 2:

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 differ?

•  Quadrant Three: TNA for teams

•  Tools for Analyzing Team Training Needs

Day 3:

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 4:

Mastering the Evaluation Process

•  Validation vs. Evaluation – what's the difference?

•  Improving the Usefulness of the Validation Form / the Top 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 Do It

•  Practical Tips in Evaluating Training

Day 5:

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