Core Skills for Training and Development Managers

Introduction:

Training departments are essential in organizations, enriching employees' knowledge and skills to meet both current and future business demands. The role of a Training and Development Manager is crucial, encompassing management, strategy, policy development, budgeting, evaluation, and technology integration.

Participants in this Core Skills for Training and Development Managers program will gain valuable resources and tools to effectively manage the increasing demands of the training function.

Objectives:

Upon completion of this Core Skills for Training and Development Managers course, participants will be able to:

• Define key roles within training departments.
• Create a mission statement that identifies performance areas for training departments.
• Develop an inclusive training strategy detailing policies, procedures, and plans.
• Describe how to initiate and manage a training budget.
• Use techniques to assess the effectiveness of training functions.
• Conduct cost-benefit analyses for various types of training, demonstrating tangible benefits from the Training and Development Manager’s perspective.

Training Methodology:

• Lectures Led by Experts
• Case Study Analysis
• Interactive Workshops
• Group Discussions
• Budget Formulation Exercises
• Cost-Benefit Analysis Simulations
• Real-World Application Projects
• Peer Review & Feedback

Course Outline:

Unit 1: Managing Training and Development

• What Is Management Within the Context of People Management/Development?
• Management Functions for HRD Managers / Training Managers
• Self-Assessment and Personal Development Plan (PDP)
• The Role of the Training Department in an Organization
• Conducting a ‘PEST’ and ‘SWOT’ Analysis for Identifying a Training Strategy and Its Implications for Training Programs in an Organization
• The Mission of the Training Department: Developing a Vision Statement with Key Result Areas (KRAs) and Key Performance Indicators (KPIs)
• Marketing the Training Function Within Your Organization
• Structure of a Training Department

Unit 2: Mapping Training Policies, Procedures, and Plans

• Introduction, Importance, and Application of Training Policies
• Typical Training Policy Areas
• Drafting a Training Policy
• Essentials of a Training Plan
• Acquiring Training Services from External Parties

Unit 3: Establishing a Training Budget

• Whose Responsibility?
• Budget Types and Techniques
• Measurement and Metrics; Budget Data
• The Steps to Creating Your Budget in Eight Easy Steps
• Tips on Defending the Budget During the Approval Process
• Training Budget Examples

Unit 4: The Role of the Training and Development Manager in Evaluating the Training Function

• Purposes of Evaluation in Training & Development
• Key Performance Indicators (KPIs)
• Selecting Key Result Areas (KRAs)
• Monitoring & Reporting for Continuous Process Improvement in the HRD System, e.g., Analyzing Attrition Rates, Employee Satisfaction Surveys on HRD Activities
• Common Performance Metrics for Measuring Program Effectiveness
• Evaluation Methods
• Designing a Satisfaction Survey to Measure the HRD Function’s Performance (Activity using Google Forms)
• Evaluating Transfer of Behavior / Measuring Change in Behavior
• Cost/Benefit Analysis / Business Case / Financial Implications – Does Your Organization Get Value from Its Investment in HRD?
• Presentations

Unit 5: Selecting and Implementing an LMS

• Investigating the Role of Learning Management Systems (LMS) in an Organization; Benefits
• Types of LMS Available in the Marketplace
• Common Characteristics and Features of Learning Management Systems
• Business Requirements for LMS
• LMS Selection Process, Criteria, and Tools
• LMS Examples and Comparisons