Certificate in Employee Training and Development

Introduction

Training and development professionals are under continuous pressure to offer exceptional training services. The demands of their job can only be fulfilled through extensive knowledge of the main topics related to the training profession. This course will equip participants with practical knowledge for promoting training within their organizations, linking training to organizational objectives, analyzing training needs, and selecting internal trainers and external consultants. In addition, the course focuses on different levels of training evaluation and on the competencies required by training professionals. Employee development serves as a crucial component of human resource development, a key functional area within the HR body of knowledge. This course provides Human Resource professionals with the knowledge, tools, and resources needed to develop, implement, and evaluate effective employee development programs. It also helps delegates understand and explain the relationship between organizational culture, strategic vision, and employee development. The course describes the scope of employee development and its relation to the talent management function. Through this course, delegates will learn how to create a culture that is dedicated to organizational learning and tie their career development strategy to organizational needs. This course will also enable delegates to employ various employee development activities and utilize the ADDIE Model for effective training and development. Through the content and activities, this course focuses on enabling delegates to prepare potential leaders.

Objectives

By the end of the course, participants will be able to:

• Describe the scope and trends in employee development
• Assess the employee development needs in your organization
• Understand how your career development strategy links to your organizational needs
• Describe the role of leadership development in your organization
• Apply employee development activities to support development and effective learning methodologies for employee training
• Describe the strategic significance of training with particular emphasis on aligning training with strategy, promoting training within the organization, and partnering with managers and supervisors
• Develop appropriate methods to conduct a Training Needs Assessment (TNA)
• Examine ways to select internal trainers and to hire external consultants
• Demonstrate the success of training at all evaluation levels, from reaction to Return On Investment (ROI)
• List foundational competencies for training professionals along with key actions and behaviors

Training Methodology

This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practices. Participants will have the opportunity to share with the facilitator and other participants what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting.

Who Should Attend?

Training and development professionals involved in the process of training needs analysis, coordinating and organizing training courses, and evaluating the results of training.

Target Competencies

• Working with people
• Presenting and communicating
• Applying expertise and technology
• Following instructions and procedures
• Planning and organizing
• Formulating concepts and strategies

Course Outline

Day 1: The Strategic Framework of Training: an Overview

• The role of a training department
• Approaches aligning training with strategy
• From top-down to pulse-taking
• Marketing training within the organization
• Training preparations
• Guidelines for promotional material
• Your training announcement template
• Partnering with managers and supervisors
• The style inventory
• Planning, preparation, presentation and follow up with managers and supervisors
• Roles and responsibilities

Day 2: The Role of the Training Professional in TNA

• The importance of identifying needs
• The training needs assessment process
• Data collection methods: quantitative and qualitative
• Advantages and disadvantages of the quantitative and qualitative methods
• Approaches to identifying needs
• Workshop: applying training needs assessment

Day 3: Selecting Subject Matter Experts (SMEs)

• Qualifications for internal trainers
• The internal trainer selection process
• Train the trainer boot camp
• Feedback and coaching template for internal trainers

Hiring a Consultant or External Trainer

• Screening consultants criteria worksheet
• Proposal evaluation
• Review of a training proposal
• Consultant interview evaluation questions
• Monitoring consultant performance: beginning, during, closing

Day 4: Demonstrating the Success of Training

• Lessons on how to evaluate training
• The four levels of evaluation
• Linking evaluation levels with TNA
• Linking evaluation levels with Instructional Learning Objectives (ILOs)
• Components of a complete ILO
• The ROI process model
• Tabulating program costs
• Calculating ROI

Day 5: Competencies of the Training Professional

• Competency defined: the iceberg metaphor
• Competency: components and types
• Foundational competencies for training professionals
• Key actions and behaviors
• Your personal development