Training Analysis is a novel and exciting topic in today's world-class training roles.
This Training & Development course covers all of the major research areas, including training measurement and evaluation.
Information presented will allow shareholders to not only have a better practical approach to training but also to fully understand how things work and are measured and how all training activities can be costed and measured using a new range of tools and techniques.
Representatives attending this course will be given tried and tested practical examples so that the knowledge gained can be applied immediately in the workplace.
These devices are required for any training function, especially if attendees want to add value or consider becoming a profit center.
Learning about training models for training efficiency
Analyzing and measuring to show training results in your organization
Constructing training & learning activities
Becoming a learning organization
Learning from practices in top companies that surpass the “Best Practice”
Measure the effectiveness of training, using evaluation models
Analyze delivered training and be able to demonstrate training efficiency
Demonstrate how training can financially benefit the organization
Measure Knowledge, Skills & Attitude (KSA)
Describe how people learn and how to overcome barriers to learning
This course will use a variety of proven adult learning techniques to ensure maximum understanding, comprehension, and retention of the information presented. This includes stimulating presentations supporting each of the topics together with interactive trainer lead sessions of discussion.
There will also be many practical sessions where participants can practice and experience course-related activities. Practical exercises, case studies, short video presentations, small group work, and feedback will be used to facilitate learning.
The real cost of training is very high - in today’s business world, every organizational activity should be measured, and its contribution to the business made obviously - it is unacceptable not to be ready to do a proper analysis.
Organizations using these techniques will get more for their training-spend
It provides an efficiency audit trail on how training resources are spent
It can provide a basis for how training is funded
Delegates attending this training seminar will be able to implement their knowledge immediately upon returning to the workplace
As this is a training course with a big ROI, the simple question is: “Can you afford not to do this?”
Find out how to analyses and evaluate training
Attain a skill that very few people currently possess
Be able to use the latest proven techniques and models
Be able to produce data on training effectiveness
Be prepared to evaluate trainer efficiency
Understand how to identify personalities and their contribution to the development
This course, The Training Analyst is suited for anyone who needs to improve their skills in learning and development.
Learning & Development Staff
Training Managers
All HR Staff
Talent Management Personnel
Training Budget Holders
Succession Planners and those responsible for people development
Those who need to understand the measurement of training
Any training personnel who have attended a training coordinators’ course and are looking for the next step to take
The Need for Training to Produce Measurable Results
The Training Cycle (Analysis, Design, Develop, Conduct, Evaluate)
Aligning Training and Development to Meet Business Objectives
Kirkpatrick's Levels of Evaluation
Calculating a Cost-benefit and the Return on Investment (ROI)
Mastering Training Costs and Budgets
How Adults Learn: Andragogy
How to Measure Learning Styles and the Limitations of Learning Styles
Personality and Its Impact on Training Results - The Big Five Explained
The Limitations of Testing Personality
The Use of Aptitude Testing
Overcoming Learning Problems - Why some people have difficulty in learning?
Understanding Knowledge, Skills & Attitude (KSA)
What are learning outcome objectives and why do we need them?
Writing Objectives Using Bloom’s Taxonomy
Internal vs. External Training Provision
Maximizing the Use of Visual Aids and other Aids
Why you should limit the use of PowerPoint?
What is the training needs analysis?
Identifying and Meeting Learning Needs
How to priorities training needs?
Overview of DIF Analysis
Redefining Organizational Learning for Your Organization
Essential Steps to Becoming a Learning Organization
Should training functions be profit centers?
Differentiating Succession Planning & Talent Management
The Role of Educational Credentials in Training and Education
Learning and the Younger Generations – Generation Why?
Personal Action Planning
