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Oxford Management Centre

Preparing and Developing Training Specialists and Coordinators

Dec 22—26
5 days
Dubai, United Arab Emirates
USD 4950
USD 990 per day
Mar 15—19, 2020
5 days
Dubai, United Arab Emirates
USD 4950
USD 990 per day

How it works

Description

INTRODUCTION

This program is designed specifically to recognise the vital role of those working in the area of training and development. It is suited for anyone who trains or develops others or who is involved in development and talent management.

The training function is a relatively recent addition to organisation structures compared with other functions such as production, accounts and sales. Writers such as Tom Peters and Charles Handy have stressed the importance of training for organisational success. This is linked into the bigger picture of constant organisational change and developments in HR and talent management systems.

The program specifically will give you detailed knowledge on the training cycle and explain how to prove to top management that training is a great investment. This seminar is in direct response from you our customers, for very practical, hands on week of training, which will be delivered by an internationally recognised instructor in this area.

Key points of the week include:

  • Mastering the training cycle – getting the complete picture of what training does
  • Learn how training needs analysis and training evaluation work
  • Appreciate the career structure in training and what’s involved in career development
  • Learn about how to set learning objectives and understand adult learning
  • Understand talent management & succession planning
  • Learn how to conduct a cost-benefit analysis and calculate training ROI

ILM CERTIFICATION

Event Management Specialist is a fully endorsed programme and upon completion of the seminar and assessment, successful applicants will also be awarded a Certificate from the ILM.

OBJECTIVES

At the end of this seminar delegates will be able to:

  • Describe the training cycle and its application in the modern training and development department (knowledge)
  • Discuss the limitations and advantages of a competency based approach to training (comprehension)
  • Calculate a training cost benefit and/or a training return on investment (ROI) (application)
  • Differentiate between training, learning and talent management (analysis)
  • Design a seminar outline utilising Blooms taxonomy for educational objectives (synthesis)
  • Defend training decisions based on cost-benefit analysis (evaluation)

TRAINING METHODOLOGY

Dynamic presentations support each of the topics together with interactive trainer lead sessions of discussion. There will also be numerous practical sessions where participants have the opportunity to participate and experience topics taught. Case studies, DVD’s, small group work, exercises and coaching will be used to facilitate learning.

ORGANIZATIONAL IMPACT

Those organisations supporting this program will:

  • Have staff trained in the latest training and development approaches
  • Support nationalisation and talent management initiatives
  • Incorporating taught skills and techniques into their work behaviour, participants will demonstrate more effective training coordination skills
  • Have properly trained and informed people who will be able to add value when they return to work
  • Be able to justify training spend based on cost benefit analysis
  • The seminar will be delivered taking into account of cultural issues

PERSONAL IMPACT

  • Appreciate the importance of adult learning
  • Develop training coordination skills
  • Develop personal skills in training & development administration
  • Master the jargon and be able to become professional in your approach
  • Be able to make sound decisions on which areas of training you might want to work in
  • Be more effective in your day to day work by mastering training processes

Agenda

Day1 - The Role and Function of Today’s Training Departments

  • Introduction and program objectives
  • Why do we need to train anyone?
  • The role of training and activities covered
  • Roles in training – exercise
  • The training cycle (Analysis, Design, Develop, Conduct, Evaluate)
  • How Adults Learn: Andragogy
  • The Conscious Competence Model
  • Assessing your own learning style

Day2 - Training Needs Analysis (TNA) and Competency Based Training (CBT)

  • What is training needs analysis?
  • Identifying and meeting learning needs
  • How TNA techniques helped – case study
  • TNA practical exercise
  • How to prioritise training needs
  • Brief overview of DIF analysis
  • Competency based training (CBT) – the debate
  • How competencies are constructed –practical exercise

Day3 - Learning Objectives & Testing

  • Understanding learning objectives
  • Learning strategies
  • Writing objectives using bloom’s taxonomy
  • Revised taxonomy
  • The role of testing in training
  • Key properties that psychometric tests should have
  • Personality questionnaires and their limitations
  • Aptitude and ability tests

Day4 - Training Evaluation - Completing the Cycle

  • What is training evaluation
  • Kirkpatrick’s Levels of Evaluation
  • Measurement
  • Reaction evaluation – end of seminar reviews
  • The performance grid
  • Showing the benefit of evaluated training – formula to use
  • Calculating a Cost-benefit
  • Return on Investment (ROI)

Day5 - Talent Management & Essential Training Administration Issues

  • Talent management – explored
  • Succession Planning, Mentoring & Coaching
  • Nationalisation Programmes
  • Managing the training function
  • Training records and administration
  • External and/or internal training decisions
  • Training room set-up
  • Personal Action Planning

Certificates:

  • A Certificate of Completion from Oxford Management Centre will be issued to all participants who attend the programme from the beginning to the end.
  • Upon completion of the optional assessment, successful participants will also receive a certificate from the ILM.

Who should attend

This seminar is specifically aimed at showing you the professional way to approach training and development. Therefore it is suitable for:

  • New and existing training coordinators
  • New and existing training specialist
  • Those involved in training or HR administration
  • Training personnel who need to update their skills
  • Human Resource (HR) professionals and HR Business Partners
  • Talent Managers
  • Those involved in nationalisation programmes
  • Supervisors or technical staff (including engineers) who train others and who need a good understanding of how training works
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