TRAINING INTERNATIONAL LEARNING & DEVELOPMENT MANAGER

Training Development Manager

Training Manajer Pengembangan

Description

There is a significant relationship between the effective training and guidance provided by the line managers, supervisors and trainers and the levels of employee satisfaction, commitment and motivation. Training is one of the processes by which the objective of an organization is achieved. Training is commonly used and has a wide variety of connotations depending on one’s experience and background. The learning manager of the organization needs to know how to identify the need of the training, the process of training that will be most efficient to meet the requirement.

This workshop helps you identify a wide range of training needs based on the paradigm of learner and creates a climate that supports effective learning. It will make you understand the values and the impacts of learning and development activities in your organization. You will become more competent in people management activities and be able to support newcomers through induction, providing formal and informal training to them.

By attending this workshop you’ll learn:
1. Learn Competency Iceberg Model
2. To develop competency maps and use them in training in your organization
3. Understand how BARS can be used for valid competency assessment
4. Conduct competency based TNA
5. Learn Gilbert’s model for individual diagnosis for performance consulting
6. Learn 8 key aspects of good design
7. Learn how to calculate human capital readiness indices –globally used to   measure strategic impact of L&D
8. Learn Bloom’s taxonomy of learning
9. LearnHow to calculate cost in ROI
10. Learnhow to creating L&D metric and get management buy in to training

Who should attend?

HR professionals, managers line supervisors and trainers

DESCRIPTION:

The training program contains five modules, with various topics covered under each head. This is an experientially based workshop, using the dynamics and culture of the group being trained to develop each participant’s awareness. A variety of models are introduced and each individual will have an opportunity to observe and manage specific situations with the following modules:

BRIEF CONTENT:

Module 1: Competency Basics and Competency Mapping
* What is competency
* Competency iceberg model
* Why competencies
* Classification of competencies
* Competency measurement
* Creating a competency maps
* Quan competence framework

Module 2: Competency Assessment
* Competency assessment basics
* Gilbert’s model for individual diagnosis
* Training needs analysis
* What are assessment centers
* Types of assessment center techniques
* Steps in creating an assessment center

Module 3: Training Design
* Training design steps
* Setting learning goals
* What are objectives
* Bloom’s taxonomy of learning
* Specifying objectives
* Assess modes
* 8 Key aspects of a good design
* David Kolb’s learning styles model

Module 4: Training Evaluation and ROI
* Training evaluation and follow-up
* Four levels of Kirkpatrick training evaluation process
* Reaction level
* Tests construction
* Action planning-level 3 assessment
* Producing the action plan
* Assessing the ROI of training
* Cost in calculating ROI
* Sample measures

Module 5: Management Buy In

Perceptual ladder Buy in model