Managing The Training & Development Function

Code Date City Fees Register
HR012 April 14, 2024 - April 18, 2024 Bangkok $ 5000

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HR012 July 21, 2024 - July 25, 2024 Berlin $ 5000

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HR012 October 13, 2024 - October 17, 2024 Online $ 1500

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HR012 January 19, 2025 - January 23, 2025 Dubai – UAE $ 5000

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  • Upon completion of the course, participants will be able to:
    • Increase training’s reputation as a vital contributor to bottom-line results.
    • Assess your organization’s political climate.
    • Navigate the politics of training.
    • Defend against devious political tactics.
    • Manage the transition to performance consulting.
    • Communicate the strategic benefits of performance consulting to all levels of the organization.
    • Deal with the barriers and politics surrounding performance consulting.
    • Validate the training function’s strategic objectives.
    • Develop a comprehensive set of performance metrics for the training department.
    • Link performance metrics to strategic objectives.
    • Implement a performance scorecard approach to measuring training’s total value.
    • Analyze performance data for trends and variations.
    • Apply a dollar value added approach to estimate training’s bottom-line contribution.
    • Deal with the challenging objections to the dollar value added approach.
    • Develop a business case to gain executive support for critical training and performance initiatives.

The Delegates

    • Training directors and managers, as well as training and development specialists and coordinators. Needs assessment analysts, instructional designers, evaluators of training programs, and individuals in a leadership and support role for the training function will also benefit from this program.
    • Those working in Training & Development and also those in a line role with responsibilities for training people. Anyone involved in an administrative role.
    • Managers in Personnel/HR and Training & Development functions who wish to assess new approaches.

The Contents

  • Introduction and course overview.
  • The Training Cycle :
    • Evaluation in Context
    • Why Evaluate?
    • Evaluation Levels
    • The Return On Investment (ROI) Model
  • Linking Training Results with Objectives :
    • Rules and Guidelines for Writing Instructional Learning Objectives
    • Linking Needs Assessment with Evaluation Levels
    • Developing Objectives for Evaluation Levels 3 and 4
  • Evaluation Instruments and Collecting Post Program Data :
    • Characteristics of Effective Evaluation Instruments
    • Factors to Consider When Selecting Data Collection Methods
  • Applying a process approach to evaluation :
    • What would improve training effectiveness, pedagogical v agrological methods – training duration – incentives and the role and positioning of testing
    • Management accountability for training implementation – competencies and the impact of evaluation
    • Should all training be subjected to evaluation?
    • Where and how to get measurement to provide outstanding results
    • Review
  • Skill Transfer: From the Workshop to the Workplace :
    • Barriers to Skill Transfer
    • Ways to Improve Transfer of Skills
    • Measuring On-the-job Behaviour
    • Isolating the Effects of Training
  • Converting Data to Monetary Value and Calculating the Return on Investment :
    • Characteristics and Examples of Hard and Soft Data
    • How to Convert Data to Monetary Value
    • Tabulating Costs
    • Measuring ROI
  • The five key areas of training delivery-the training process :
    • How to use the 10 step process – practical group exercise
    • Business expectations compared with training results – case study
    • Analysis methods for training materials
    • Analysis methods for training delivery and for trainees .
    • Understanding evaluation and being able to apply it – worked examples
    • Review
  • Using the new evaluation and Quality control model :
    • Application of the 10 step model – case study
    • Seeking improvement through – trainer style, delivery methods and 45 alternative delivery methods.
    • Getting the best from others
    • How to produce results – evaluation in action – case studies and worked examples
  • Course assessment  .


The Discount

10% in case of Three P. (or more)