Understanding The Complete Training Cycle
| Start Date | End Date | Venue | Fees (US $) | ||
|---|---|---|---|---|---|
| Understanding The Complete Training Cycle | 12 Apr 2026 | 16 Apr 2026 | Dubai, UAE | $ 3,900 | Register |
| Understanding The Complete Training Cycle | 26 Jul 2026 | 30 Jul 2026 | Riyadh, KSA | $ 3,900 | Register |
| Understanding The Complete Training Cycle | 13 Sept 2026 | 17 Sept 2026 | Istanbul, Turkey | $ 4,500 | Register |
| Understanding The Complete Training Cycle | 06 Dec 2026 | 10 Dec 2026 | Jeddah, KSA | $ 4,500 | Register |
Understanding The Complete Training Cycle
| Start Date | End Date | Venue | Fees (US $) | |
|---|---|---|---|---|
| Understanding The Complete Training Cycle | 12 Apr 2026 | 16 Apr 2026 | Dubai, UAE | $ 3,900 |
| Understanding The Complete Training Cycle | 26 Jul 2026 | 30 Jul 2026 | Riyadh, KSA | $ 3,900 |
| Understanding The Complete Training Cycle | 13 Sept 2026 | 17 Sept 2026 | Istanbul, Turkey | $ 4,500 |
| Understanding The Complete Training Cycle | 06 Dec 2026 | 10 Dec 2026 | Jeddah, KSA | $ 4,500 |
Introduction
This practical training course provides the latest thinking, methods and tools to be able to complete two of the most important areas of training – Training Needs Analysis (TNA) and Evaluation. It will also show those attending how to demonstrate the added value of training activities. These are the two areas that will really make a difference to any training function in linking training more directly to the needs and outcomes of the organization.
In this training course on Mastering the Training Cycle, participants will:
- Learn more about TNA in the context of what the organization requires from training
- Understand the need for data to inform the need for, and outcomes from, training
- Learn how to measure the value derived from training
- Be able to show training costs and calculate the Return on Investment
Objectives
- Identify and be able to use the 4-level model for doing Training Needs Analysis and be able 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 how to embed evaluation into the training cycle so that the ROI can be measured
- Assess which training is suitable for ROI measurement
- Practice measuring ROI on a range of training situations
By the end of this Mastering the Training Cycle training course, delegates will be able to:
Training Methodology
This is a practical and busy fast track training course, which will use organizational case studies and situations to work out unit costs, ROI and a simpler way to do things, to enhance the learning. Throughout the week, delegates will work on real case studies to bring the methodologies to life.
Who Should Attend?
- Anyone in training or HR who needs to master either TNA or evaluation
- HR Professionals who need to understand how training can be measured
- Those interested in maximizing the training budgets
- Those responsible for training budgets and who need to know what’s required
- Training Managers
- Training Coordinators
- Supervisors who are involved with training and development
Course Outline
Day 1: The Modern Approach to Training Needs Analysis
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What does an organization want from training?
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How is HR responding?
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Linking Training more overtly to the Organizational Strategy and Business Plan
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Analyzing your Customer Base – The Four Quadrant Model
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Quadrant One: Organizational needs - How much of the process is governed by TNA?
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Using Competency Frameworks
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Making Competency Frameworks More Line Manager Friendly
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When is an employee competent – When is enough?
Day 2: Quadrant Two: Department Needs & Quadrant Three: Team Needs
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Quadrant Two: Departments
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The Specific Requirement Departments Have
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The Need for Data in Assessing Departmental TNA
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Understanding the Technical Ladder and Its Implications for Training and Development
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How the leadership pipeline differs?
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Quadrant Three: TNA for teams
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Tools for Analyzing Team Training Needs
Day 3: Quadrant Four: Individual Needs / The First Steps in Evaluation – Understanding Unit Costs
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Quadrant Four: Individual Needs
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The 70 / 20 / 10 Model of Training and Development
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Ways to Train other than Attending a Training Course
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The Role of Training in Curating Material to Support Knowledge Transfer and Developing Organizational Knowledge
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Embedding the Wider Notion of Development – The need for personal development plans
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Understanding Unit Costs – The start point for evaluating training
Day 4: Mastering the Evaluation Process
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Validation vs. Evaluation – What is the difference?
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Improving the Usefulness of the Validation Form / The End of Course Questionnaire
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Evaluation Models Explained
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The Return on Investment Formula – explaining what is then required
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Embedding Evaluation into the Training Cycle and How to do it
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Practical Tips in Evaluating Training
Day 5: Practical Examples of Evaluation – Your Chance to Master the Techniques
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Evaluating the Cost of Alternative Forms of Training, Competency Improvement, Delegate Own Examples
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Accountability of Training Department to Guarantee and Produce Results – The Competencies Required
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Should all training be subject to Evaluation?
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Summary of Main Themes Discussed
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Delegates’ Action Planning

