Excellence in Training Specialist and Coordinator Roles: Preparation and Development for Success

Introduction:

The HR Training Specialist and Coordinator Excellence Program is designed for training and development professionals seeking a comprehensive understanding of how each component of the training process connects.

This program provides an in-depth exploration of the modern training cycle, demonstrating how to maximize the efficiency of both internal and external training resources and suppliers.

It is crucial for HR trainers to effectively manage and coordinate these programs to support continuous professional development for employees. This course is essential for human resource professionals looking to deepen their skills in facilitation, needs analysis, and program design.

Objectives:

Upon completion of this course, participants will be able to:

• Write learning objectives with detailed specifications for both internal and external purposes.
• Effectively prioritize training needs and communicate the process clearly.
• Identify competency gaps and assess outcomes from competency-based training.
• Evaluate different suppliers to select those best suited for the training’s purpose.
• Understand the four critical roles in training by unpacking the role descriptions for each.
• Illustrate how training adds value using practical examples from both the public and private sectors.
• Master industry-specific language and adopt a formal approach when working on training-related tasks.

Training Methodology:

• Expert-Led Lectures
• Case Study Analysis
• Interactive Workshops
• Group Discussions
• Role-Playing Scenarios
• Competency Gap Analysis Exercises
• Supplier Evaluation Simulations
• Peer Review and Feedback
• Real-World Application Projects
• Guest Speakers from Industry Experts

Course Outline:

Unit 1: How People Learn and What Interferes with the Learning Process

• How do adults learn?
• What enhances aspects of learning?
• Different types of learners
• How does personality significantly contribute to learning?
• Impediments that make learning difficult
• Medical issues that hinder learning, even with excellent training
• Contemporary research on memory and how to improve this crucial faculty

Unit 2: The Role and Function of Today's Training Departments

• What does training do?
• Roles in the training department
• Mapping new training activities
• Defining responsibilities in training
• Feedback from exercises
• Should training be a profit center, and how should it demonstrate value?
• Training’s role in succession planning
• Business emergency procedures

Unit 3: The Two Principal Training Requirements - Competency and Performance

• Competency – The History
• How are competencies developed?
• The proportion of training derived from competency requirements
• Measuring before and after results of competency-based training
• Performance expectations from individuals
• Types of performance-based training
• Appraising performance-based training

Unit 4: The Training Cycle

• Identifying the need for training
• A simplified approach to conducting TNA
• TNA discussion
• Costing specific types of training
• Keeping accurate records – requirements and new software
• Prioritizing all trainings – how is this done?
• Evaluating the value of each training module

Unit 5: Getting the Best from Internal and External Training Providers

Understanding Learning Objectives

• The process of writing learning objectives
• Writing competency-based learning objectives quickly
• Measuring performance-based learning objectives
• Should there be rewards for high-level training outcomes?
• Professional evaluation tools