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Objectives

• 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)