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ICTD International Centre for Training and Development

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About the course

The Certified Training Professional designation recognizes individuals who have completed the CTP Program. And all of its member organizations recognize that those individuals so designated possess the competencies expected of a training practitioner.. Participants are expected to satisfactorily perform the tasks of a training.

Course Objectives

Upon successful completion of this course, participants will:

  • Define Human Resources and list its main functions and responsibilities.
  • Write an HR strategy while ensuring its alignment with the overall one.
  • Measure the contribution of HR to the bottom line in profit and non-profit organizations.
  • Assess the effectiveness of the Human Resources function through the use of smart key performance indicators (KPIs) and indexes.
  • Prepare for the management of a Human Resources function through the submittal of an HR-management-related project

Course Outline


Competency focus

  • Organizational Awareness
  • Performance Awareness
  • Training Process Awareness

Purpose of the module

  • Provides a business-wide strategic perspective to training and development
  • Introduces participants to adult learning theories and principles
  • Introduces the training process framework as basis for skill development

Module Objectives:

  • Develop an HRD Strategy map
  • Given a case study, develop a HRD scorecard
  • Provide examples of applied adult learning theory
  • Identify the elements of the training cycle


Competency focus

  • Job Analysis
  • Data Gathering and Analysis
  • Question and Listening
  • Problem Identification

Purpose of the module

  • Provides a realistic needs analysis approach
  • Provides a how-to approach to needs analysis
  • Provides a faster needs analysis procedure
  • Participants are provided with enough practice sessions on the “how-to’s”
  • Develops your credibility among managers in you organization

Module Objectives

This workshop enables participants to develop competencies in:

  • Planning a needs analysis system
  • Performing job/task analysis
  • Designing survey questionnaires
  • Conducting performance related interviews
  • Conducting focus groups
  • Determining causes and solutions for job performance problems
  • Determining the cost-benefits of training


Competency Focus

  • Writing Training Objectives
  • Job Analysis
  • Training Methods
  • Training Resources
  • Planning and Scheduling

Purpose of the module

  • Provides a template for training design and development
  • Explains the step-by-step procedure in the training design
  • Gives sufficient opportunity for participants to do prototype designs
  • Introduces the concept of the design matrix
  • Encourages creativity in design
  • Demonstrate the necessary components of learning outcomes
  • Distinguishes between learner-centered and trainer-centered considerations

Module Objectives

The participants are expected to gain competencies in:

  • Job/task-based curriculum development
  • Using a participative method of job analysis
  • Using mind-mapping techniques in design
  • Writing learning objectives using the PCS format
  • Writing learning objectives that are always measurable
  • Using design parameters
  • Using design matrix
  • Designing training programs with immediate back-on-the-job use


Competency focus

  • Training Logistics
  • Learning Style Awareness
  • Group Management
  • Presentation
  • Demonstration
  • Facilitation

Purpose of the module

  • Provides a theoretical base for adult learning strategies
  • Provides strategies for re-designing training programs to suit adult learners
  • Introduces strategies built around the multiple modalities model
  • Reinforces the active learning principle
  • Provides a how-to approach to designing adult learning sessions
  • Participants are given sufficient practice sessions and feedback on adult instructional design including re-design of existing programs

Module Objectives:

The participants are expected to gain competencies in:

  • Applying adult learning theory and principles
  • Motivating adult learners
  • Setting conditions that are appropriate for adult learners
  • Using learning strategies that are effective for adults
  • Deliver training sessions around adult learning principles and methods


  • Competency Focus
  • Evaluation Level Awareness
  • Use of Evaluation Instruments
  • Summarizing and Reporting

Purpose of the module

  • Encourages more depth in the level of the training evaluation
  • Provides the theoretical basis for training evaluation
  • Provides the main distinctions among the different levels of evaluation
  • Develops the tools of evaluation

Module Objectives

  • The participants are expected to gain competencies in:
  • Developing an evaluation system
  • Distinguish the different levels of evaluation
  • Developing evaluation methods and instruments
  • Preparing an evaluation report

Course Methodology

A variety of methodologies will be used during the course that includes:

  • (30%) Based on Case Studies
  • (30%) Techniques
  • (30%) Role Play
  • (10%) Concepts
  • Pre-test and Post-test
  • Variety of Learning Methods
  • Lectures
  • Case Studies and Self Questionaires
  • Group Work
  • Discussion
  • Presentation

Who should attend

Training managers, training specialists, design specialists, learning specialists, teachers, lecturers, facilitators and technical experts who are required to do training, individuals who see training as significant part of their work life.

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