Mastering Training Needs Analysis and Evaluation

Introduction

This innovative course provides you with the latest tactics, approaches, and tools to master the two most important aspects of training—Training Needs Analysis (TNA) and Evaluation. Focusing on these areas can significantly enhance the effectiveness and impact of any training function in today’s challenging financial environment.

Moreover, our program elevates your professional standing by utilizing a precise, process-based approach for your training initiatives. With our methods, you will be able to conduct TNA more quickly and accurately, identify key areas for evaluation, and apply a proven predictive evaluation model. Additionally, if needed, you can demonstrate the tangible value of training programs in your organization using advanced techniques.

Objectives

By the end of this seminar, participants will be able to:

• Recognize and effectively utilize models for Training Needs Analysis.
• Recognize and effectively utilize models for Training Needs Assessment.
• Understand and apply measures to show how training impacts business results.
• Gain insights into how competencies are developed and identify critical ones for maximum efficiency.
• Participate in evaluating various training seminars.
• Understand the concept of unit costs and simplify it during assessment.

Training Methodology

• Interactive teaching sessions
• Case studies and real-life examples
• Group discussions and exercises
• Simulation games focused on TNA activities
• Workshops on predictive evaluation techniques
• Integration of unit costing into evaluation processes
• Peer reviews
• Q&A sessions with industry specialists

Course Outline

Unit 1: Organization Learning Culture

• Defining corporate culture, including its elements
• William Schneider’s Model – Which model describes the Hierarchy Culture?
• The benefits of a learning organization culture
• The 4 C's of organizational culture
• Creating a learning culture in the workplace
• Culture Theory vs. Organizational Learning Theory

Unit 2: High Performance Organization

• The principles of HPO - Performance drivers to achieve high-performance organizations
• The importance of the Performance Management System and the employee appraisal process
• Understanding the four quadrants of employee performance and learning
• Five-Factor Model of Employee Performance and Learning
• Understanding the learning curve concept and its significance

Unit 3: Conducting Training Needs Analysis

• Training Model Process & TNA
• TNA & Individual Needs & Identifying Training Objectives - Using Competency Matrix as input for TNA
• TNA & Job Needs & Identifying Training Objectives – Using job analysis as input for TNA
• TNA & Organizational Needs & Identifying Training Objectives
• Developing Training Criteria

Unit 4: Training Implementation

• Training Model Process & Training Implementation
• Defining and discussing training types (internal, external)
• Defining and discussing training methodologies
• Monitoring training, trainer, and trainee during implementation

Unit 5: Training Evaluation

• Setting up training evaluation measures (evaluation matrix)
• Understanding the Kirkpatrick model of evaluation
• Understanding the Phillips ROI model of evaluation – Discuss the ROI Evaluation Formulas
• Understanding Kaufman’s model of evaluation
• CIRO Evaluation Model
• Brinkerhoff Evaluating Succession Planning
• Anderson Evaluation