Introduction
Training and Development (T&D) professionals today operate in a highly demanding environment where training is expected to deliver measurable value and strategic impact, not just learning events. Organizations increasingly require training functions to align closely with business objectives, demonstrate return on investment, and contribute to performance improvement.
This program equips participants with a comprehensive, end-to-end understanding of training management, covering the full cycle from Training Needs Analysis (TNA) to evaluation and ROI measurement. It emphasizes how to position training as a strategic function, how to select the right delivery resources (internal or external), and how to ensure training effectiveness through structured evaluation frameworks.
Participants will gain practical tools and frameworks to promote training internally, collaborate with stakeholders, and measure training success using globally recognized models such as the Kirkpatrick Model and ROI methodologies.
Program Objectives
By the end of this program, participants will be able to:
- Understand the strategic role of training in organizational success
- Align training initiatives with business objectives and workforce needs
- Design and implement effective Training Needs Analysis (TNA) processes
- Select and evaluate internal trainers and external consultants
- Apply structured evaluation models such as the Kirkpatrick Model
- Measure training effectiveness across all levels, including ROI
- Develop competencies required for modern training professionals
- Promote training as a value-added function within the organization
Target Audience
- Training and Development Professionals
- HR and Learning & Development Specialists
- Training Coordinators and Program Managers
- HR Business Partners involved in training strategy
- Professionals responsible for training evaluation and performance improvement
Training Outline
Day 1: Strategic Framework of Training
- The evolving role of training in organizations
- Training as a strategic partner vs. administrative function
- Aligning training with organizational strategy
- Promoting training internally (training marketing)
- Designing training announcements and communication plans
- Partnering with managers and supervisors
- Roles, responsibilities, and collaboration models
- Practical activity: Developing a training promotion plan
Day 2: Training Needs Analysis (TNA)
- Importance of identifying real training needs
- TNA frameworks and methodologies
- Data collection methods:
- Quantitative (surveys, metrics)
- Qualitative (interviews, focus groups)
- Comparing data collection approaches
- Identifying performance gaps vs. training gaps
- Workshop: Conducting a full Training Needs Analysis
Day 3: Selecting Internal Trainers (SMEs)
- Role of Subject Matter Experts (SMEs) in training
- Criteria for selecting internal trainers
- Trainer competency frameworks
- Internal trainer selection process
- Coaching and feedback techniques for trainers
- Introduction to Train-the-Trainer development pathways
- Workshop: Evaluating internal trainer candidates
Day 4: Managing External Training Providers
- When to use external consultants vs. internal trainers
- Criteria for selecting external training providers
- Reviewing and evaluating training proposals
- Designing consultant evaluation frameworks
- Interviewing and selecting training vendors
- Monitoring consultant performance (before, during, after training)
- Practical exercise: Evaluating a training proposal
Day 5: Training Evaluation and ROI
- Importance of training evaluation
- The Kirkpatrick Model (Reaction, Learning, Behavior, Results)
- Linking TNA with evaluation outcomes
- Writing Instructional Learning Objectives (ILOs)
- ROI process model:
- Identifying costs
- Measuring benefits
- Calculating ROI
- Introduction to competency frameworks:
- Iceberg model of competencies
- Types and components of competencies
- Developing a personal development plan
