Aligning Training with Organizational Goals

Introduction:

In a rapidly changing business environment, it is crucial to equip individuals and teams with the essential skills, knowledge, and behaviors necessary to consistently perform at their highest potential. Effective training within an organization is a powerful tool that directly influences the achievement of organizational goals and objectives.

This Aligning Training with Organizational Goals course is designed to be dynamic and interactive, focusing on organizational development and talent management. Talent development plays a critical role in advancing the company’s agenda and achieving personal, team, departmental, and overall organizational goals.

By completing this program, participants will gain an understanding of how to enhance the impact of the corporate training function within their organizations, ultimately improving its contribution to organizational success.

Objectives:

Upon completion of this Aligning Training with Organizational Goals course, participants will be able to:

• Effectively conduct training within an organization.
• Develop strategies that transition from traditional training methods to comprehensive organizational development.
• Align training programs closely with business objectives.
• Lead effective training needs analysis sessions.
• Formulate a well-thought-out and strategic training plan.
• Create a variety of learning solutions, using them together or separately as needed.
• Efficiently evaluate the impact of training programs.
• Implement value-based training programs that can be replicated over time (Werner et al., 2012).
• Develop targeted training strategies and operational plans, often discussed in management meetings (Van den Heuvel et al., 2013).
• Demonstrate measurable outcomes that engage stakeholders (Schermerhorn et al., 2011).
• Explore various pathways for professional growth (Bowen & Daniels, 2005; Boyne et al., 2010).
• Maximize employee potential through focused development initiatives (Bowen & Daniels, 2005; Boyne et al., 2010).
• Validate the added value and return on investment (ROI) of training programs (Cameron, Kim, & Quinn, 2011).

Training Methodology:

• Expert-led Lectures
• Case Study Analysis
• Interactive Workshops
• Group Discussions
• Role-Playing Scenarios
• Simulation of Training Needs Analysis

Course Outline:

Unit 1: Business Strategy and Training

• Understanding the concept behind training, development, and learning (Mitchell, Modell & Schiller, 2006).
• Exploring the importance of training in a business context (Bartol et al., 2009).
• Delivering a strategic plan for organizations (Schermerhorn et al., 2011).
• Connecting training to business strategies.
• Incorporating company-wide initiatives that support various levels of change (Graetz et al., 2010).
• Finding and engaging with champions and sponsors.
• Division of tasks related to the training function.

Unit 2: Developing a Focused Training Solution

• Systematic instructional design process following the ADDIE model: evaluation, development, implementation, design, and analysis (Koppelman & Minnaar, 2011).
• Creating learning and performance objectives.
• Personality type indicators and learning styles, from e-learning to classroom instruction.
• Designing blended courses.
• Principles of effective curriculum design.
• Selection process for trainers.

Unit 3: The Training Strategy

• Developing a training needs analysis.
• Expanding the customer base through training.
• Developing and implementing a company-wide training strategy.
• Effective communication as fundamental to corporate strategies (Doz & Kosonen, 2010).
• Linking training to organizational change (Kotter, 1995).
• Conducting necessary organizational changes.
• Introducing projects that involve intensive development processes and cultural change.

Unit 4: Building the Value of Training

• Identifying sources and providers of professional training.
• Developing partnerships with learning program suppliers.
• Piloting programs for testing solutions.
• Evaluating ROI for learning activities.
• Measuring return on investment.
• Perceptions versus reality in data-based decision-making.
• Quality control during evaluation.

Unit 5: Developing Your Training and Development Strategy

• Creating comprehensive training plans.
• Budgeting for training costs.
• Utilizing service level agreements in training provision.
• Reporting on adherence to the training plan.
• Engaging learners in practical skill sessions using real-life case studies.
• Cultivating a culture of peer support to develop innovative ideas.
• Accessing peer networks after seminars.
• Expanding action planning to facilitate future growth.
• Summarizing key learning points and developing personal development plans.