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Measuring Effectiveness of Training & Development

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$1,350.00

$1,350.00

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Start Date : 24 Oct, 2021
End Date : 28 Oct, 2021
Duration   : 20 Training Hours - 5 Days
Time     : 9:30 am - 1:30 pm
Time zone: Saudi Arabia (GMT +3)
​​Overall Description:
This course will help HR professionals and managers to explore the best practices of measuring and evaluating the effectiveness of training programs.

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Course Objectives:

• Advance the strategic, tactical and administrative competencies that Learning & Development Specialists need to know and do.
• Identify the strategic significance of training through a particular emphasis on aligning training with strategy and partnering with managers and supervisors.
• Develop appropriate methods to conduct a Training Needs Assessment (TNA).
• Examine ways to select internal trainers and to hire external consultants.
• Develop an action plan for implementation which should significantly improve effectiveness & efficiency.
• Demonstrate the success of training at all evaluation levels, from reaction to Results.

 
Course Outline (Content):​ 
Global L&D Practices & Trends Today
Creating a Learning Environment
The Changing face of training
Evaluating Training Options
KPI's L&D Specialist Should Track to Show the Value of Training
ATD Competency Model: Competencies of the L&D Specialists  
Training Implementation – The Success Story :

• Choosing the training best options
• Internal trainer selection process
• Hiring a consultant or external trainer
• Deciding on the program content
• The Overall Learning Experience

Course Outline (Content):
Training Needs Analysis – the levels and the approach:

• Diagnosis of Organizational Needs and Making Training Decisions
• Assessing Performance Effectiveness
• Analyzing Causes of Performance Gaps
• Data collection methods: quantitative and qualitative
• HR Metrics: Training and Development
• Tabulating, Interpreting, and Reporting Results to Top Management.

Building Evaluation and Tracking Systems into training Programs : 

• Reasons for Evaluating
• Evaluation: Kirkpatrick's Four-Level Training Evaluation Model:
• Participant Learning: Assessing Development of Knowledge and Skills
• Behavioral: Evaluating Transfer of Learning to the Job
• Results: Is the effect on the business

 
 Who Should Attend?
Learning & Development Specialists, Training Analysts and Coordinators involved in the process of Training Needs Analysis; and who coordinate and organize training courses, and evaluate the results of training.
 
Competencies Covered:

• Learning and Development
• Training Management
• Global Outlook