Introduction

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

Objectives

• dentify the strategic significance of training through emphasis on aligning training with strategy, marketing training within the organization and partnering with managers and supervisors.
• List the strategic, tactical and administrative competencies of the training professional.
• Use appropriate methods to conduct a Training Needs Assessment (TNA).
• Examine ways to select internal trainers and Subject Matter Experts (SMEs) and to hire external consultants.
• Demonstrate the success of training at all evaluation levels - from reaction to Return On Investment (ROI).

Content

Day One

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

Day Two

Competencies of the Training Manager/Coordinator

• Competency Defined: The Iceberg Metaphor
• Competency: Components and Types
• Strategic and Tactical Competencies
• Planning and Administrative Competencies
• Overview of the 2013 ASTD Competency Framework

Day Three

The Role of the Training Professional in Training Needs Assessment (TNA)

• The Training Assessment Process
• Why Identify Needs?
• Data Collection Methods: Quantitative and Qualitative
• Approachesto Identifying Needs
• Advantages and Disadvantages of Quantitative and Qualitative Methods

Day Four

Selecting Subject Matter Experts (SMEs)

• Qualificationsfor Internal Trainers
• Internal Trainer Selection Process
• Feedback and Coaching Template for Internal Trainers

Day Five

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

Demonstrating the Success of Training

• Lessons on How to Evaluate Training
• The Four Levels of Evaluation
• Linking Evaluation Levels with TNA and Instructional Learning Objectives (ILOs)
• Components of a Complete ILO
• Jack Phillips' ROI Process Model
• Tabulating Program Costs
• Calculating ROI