Cost: 4250 USD

Duration: 5 Days

• Introduction about HRD management training and administrative development.
• Specifying the training needs and aids.
• Identifying the objectives of the organization.
• Designing training forms and questionnaires to prepare the plans.
• Preparing training materials and the trainer's guide.
• Training based on TBT technology.
• The process of choosing trainers and training locations.
• Administrating and coordinating training programs and sessions.
• Linking career development to training development (concept significance stages ).
• Specifying the training programs related to career development to acquire the skills needed to achieve work.
• Systematic pattern career administrative levels job description and job advancement and their relation to training plans and career.
• Analysing describing and assessing jobs and training.
• Techniques of analyzing job opportunities in organizations.
• Real case studies and practice.

• Enabling the participants to contribute in the development of the training system
• Providing the participants with how to prepare annual training plans.
• Providing them with how to analyse training needs.
• Providing them with how to implement and evaluate annual plans in a scientific method.
• Providing participants with the skills of measuring the return from training in organizations.
• Specifying the training programs related to career and training.
• Providing them with how to specify the budget suggested for implementing the training plans.
• Providing them with the skills of analyzingdesigningand evaluating careers.

Cost: 4900 USD

Duration: 5 Days

• Training needs analysis
• Preparation of training plans and budgets
• assessing the effectiveness training programs using Kirkpatrick's four level model of evaluation
• measuring the return on investment of training

• Introduce participants to the concept and importance of the training process and management training
• Develop the skills to use modern methods in the management of training.
• Provide participants with the foundations and the scientific methods for the preparation of plans and training budgets.
• Develop their skills in the use of modern methods and face the problems and obstacles efficiently and effectively.
• Identify the styles of modern and practical in measuring the return on investment of training.
• Recognition on the process of assessing the training programs of the training process in the integrated system of training and career development.
• Enable participants to apply and practice the assessment process through the identification of four levels for evaluating training programs.
• Identify ways to design models of training evaluation and measurement of effectiveness of the return on training investment effectivelyand how the application in practice in order to maximize the return on the return from training.
• Identify some of the experiences in the areas of training evaluation and measurement of efficiency and revenue.
• Identify the scientific and practical methods to measure training effectiveness and measurement of return in order to venerate.

• The concept and the importance of practical training and management training.
• Use of modern techniques in the management of training.
• The concept of planning training and training plan.
• Requirements of the substantive preparation of the training plan.
• System training (training system).
• Training between the concept and principles and the application and the elements of the training system and vocabulary.
• Stages of the process for the implementation of programs and practical applications on how to convert to performance-free system can be monitored and evaluated.
• Evaluation of training Cost and Return.
• The costs of a training program and the model of the four stages of the quality of the college.
• The basic concepts and their meanings (performance - follow-up - assessment) and the skills required to provide in the existing assessment.
• Evaluation requirements for the successful training of the data and information necessary for the evaluation process.
• Practical applications in the preparation of data information and assessment skills.

Cost: 4900 USD

Duration: 5 Days

• The training cycle
• The four dimensional TNA (Training Needs Analysis) model
• Training design
• The training plan
• Training materials
• Trainer's preparation
• Dealing with problem learners
• Measuring the effectiveness of training
• Coaching and mentoring
• Costs and budgets

• Identify the principal activities of the training/L&D function
• Understand the training process
• Different types of training
• Practice training needs analysis techniques to select and train the right staff
• Prepare an effective training plan
• Understand the factors influencing training program design
• Improve the delivery of training
• Ensure training materials are clearengaging and deliver on the learning objectives
• Develop interactivecommunicative and motivational training programs
• Assess the results of training
• Apply on-the job training coaching to optimise learning
• Understand training costs and the value it can deliver

• Everybody associated with training:
• Trainers
• Training/L&D consultants
• Training designers and writers
• Training administrators
• HR professionals with Training/L&D responsibilities

• Programme introduction seminar outline and your objectives
• What does training do?
• The training cycle
• The four dimensional TNA model
• Linking TNA to one training process

• Challenges facing training
• Training design
• what's needed
• The training plan
• Three critical documents: the specification the trainer's manual the participants' manual
• Creating visual aids
• Addressing the needs of the learner - WIIFM

• Co-ordinator's role
• Trainer's preparation
• Role and place of tests in training
• Understanding where validation fits
• Dealing with problem learners

• Measuring the effectiveness of training
• Knowledge transfer skill competence or performance
• Collating and presenting the client with results
• Completing the cycle
• Coaching and mentoring
• its role and effectiveness

• Types of data required
• Getting to grips with simple unit costs
• Outline budgets
• Celebrating training success

Cost: 4900 USD

Duration: 5 Days

• Aligning L&D strategy with business goals
• Assessing and prioritizing learning needs
• Designing and planning staff development initiatives
• Getting trainee and manager buy-in
• Managing these programmes
• Measuring results
• Determining ROI of the training programme

• Develop an effective learning strategy aligned with business objectives
• Anticipate the changing training needs in your organisation
• Practice how to gain management's commitment to training and development
• Work successfully with line managers and employees
• Learn how to contract for resultsnot just training activities
• Identify ways to market your training function
• Identify methods to cost justify training and monitor a training budget
• Use post training analysis to evaluate the effectiveness and value of training
• Identify specific techniques to involve managers in transferring learning
• Develop an action plan to get results

• L&D managers
• Training managers
• HR professionals responsible for training/L&D
• Senior trainers
• Performance consultants

• Current trends in training and development
• Key training and development roles
• Aligning L&D strategy with HR and business strategy
• Define and create your vision mission and training function priorities

• Conduct a training department systems audit
• Using TNA to assist in the development of organisation and staff
• Determine where you are in the training life cycle

• Determine if training is the answer
• Make vague training needs specific
• Sort out training needs vs. wants
• Set criteria for prioritisation/ urgency safety/ legal requirements/ efficiency staff morale…

• Goals and learning objectives
• Content to be covered (leadership skills communication skills etc.).
• Delivery format: In-house or out-sourced?
• Selecting criteria to evaluate training proposals: Materials / Participants / Timing
• Evaluating and measuring success

• Anticipating and responding to the organisation's needs
• Strategies to market your programmes effectively
• Developing three-way partnerships

• Systems for tracking training and development such as a Learning management system (LMS) HR information system (HRIS) or tracking spreadsheets
• Annual training budget
• Training and development schedule/programme
• Training registration system
• The manager's role in the training
• Managing and developing the training staff

• Create a training cost framework
• Conduct a cost-benefit analysis (ROI)
• Select key performance indicators to demonstrate training's benefit

• The Kirkpatrick 4-level Learning Evaluation Model
• Gathering feedback and measuring learner satisfaction
• Assessing knowledge/skills gained as a result of training
• Assessing transfer of learning from classroom to the workplace (3 6 months post training)
• Determining ROI of the training programme

• Putting it all into practice
• Personal action planning

Cost: 4900 USD

Duration: 5 Days

• This practical and highly participative module builds on 'Train the Trainer Essentials' taking you through the cycle of design and delivery of a short training session. It also introduces you to the process of evaluation. By the end of this interactive training programme you will be able to:
• Structure and sequence a training programme
• Understand different learning styles
• Create learning objectives as a foundation for delivery and evaluation
• Design a short impactful training programme
• Use a range of techniques to deliver a memorable session

• By the end of this interactive training programme, you will be able to:
• Structure and sequence a training programme
• Create learning objectives as a foundation for delivery and evaluation
• Design a shortimpactful training programme
• Use a range of techniques to deliver a memorable session

• This course is ideal for people who regularly train as part of their roles and who want to develop and enhance their capability in design and delivery of training. It is also suitable for:
• Professionals trainers
• Team Leaders
• Line managers with training responsibility

• The design cycle
• Designing learning objectives and developing content to meet them
• Mapping a course plan
• Structuring and sequencing your course

• Different learning techniques including accelerated learning
• The impact of learning styles sensory preferences and multiple intelligences

• Designing activities to suit a range of learning styles
• Accelerated learning materials

• Training delivery skills
• Giving and receiving feedback
• Questioning skills
• Using handouts and learning aids
• Testing retention and understanding
• Handling difficult learners and situations
• Closing a course for impact

• Deliver a 30 minute training session with group feedback
• Reviewing Training
• Measurement against learning objectives
• Personal Action Planning

Cost: 4900 USD

Duration: 5 Days

• Be familiar with the training basics.
• Plan the training process.
• Implement on-the-job training methods.
• Assess the results of training.
• Practice training needs analysis techniques to nominate and trainthe right staff.
• Apply on-the job training techniques.
• Improve the delivery of training to staff.
• Develop interactivecommunicative and motivational trainingprograms.
• Be able to select the best training method and technique effectively.
• Be familiar with the characteristics of the effective training plan and how to apply them.
• Recognize how to reviewmodify and up-date training information.
• Recognize the factors influencing the training program design.
• Specify how Training & Development can contribute to the success of the organisation.

• Everybody associated with training:
• Trainers.
• Designers.
• Training administrators.
• Supervisors.

• Training in context the four segments of training needs analysis:
• Program introduction seminar outline and objectives.
• What does training do? Group exercise and mini-presentations.
• The traditional training cycle
• what's changed?
• Understanding the new TNA four-dimension models.
• Linking TNA to one training process.

• new trends:
• Challenges facing training
• organisation issues: exercise.
• Training design
• what's needed: exercise.
• Do you want competent trained people or high performers?
• Three critical documents the specification the trainers manual: the trainees manual.
• Creating visual aids new ideas: addressing the needs of the learner WIIFM.

• Co-coordinator role.
• Trainer's preparation: what's needed?
• Role and place of tests in training.
• Understanding where validation fits.
• Dealing with problem learners.

• Measuring the results of training Knowledge transfer skill competence or performance.
• How to measure the effectiveness of training interventions
• case studies.
• Collating and presenting the customer with results.
• Completing the cycle: old or new method?
• Coaching and mentoring: its role and effectiveness.

• Types of data required to be produced.
• How to get to grips with simple unit cost.
• Outline budgets.
• Celebrating training success.

Cost: 4900 USD

Duration: 5 Days

• To define and understand the purpose of competencies in talent management.
• To assess the competencies required for specific roles or functions and develop a competency framework for an organization.
• To develop strategies for building competencies in individuals and teams and design a competency development plan.
• To integrate competencies into the talent management processincluding talent acquisitionperformance managementand career development.
• To evaluate the impact of competency-based talent management on the organization and continuously improve the competency framework.

• HR and Talent Management Professionals
• Leaders and Managers
• L&D and Training Professionals
• Organisational Development Professionals

• Understanding Competencies
• Definition and purpose of competencies
• Overview of the competency-based approach to talent management
• The difference between skills knowledge and competencies

• Assessing Competencies
• Identifying the competencies required for specific roles or functions.
• Developing a competency framework for an organization
• Methods for assessing competencies including 360-degree feedback and behavioural interviews.

• Developing Competencies
• Strategies for building competencies in individuals and teams
• Developing a competency development plan
• Best practices for delivering effective competency development programmes.

• Integrating Competencies into Talent Management
• Integrating competencies into talent acquisition performance management and career development processes
• Using competencies to drive engagement and retention.
• Aligning competencies with organizational goals and culture

• Evaluating and Improving Competencies
• Measuring the impact of competency-based talent management on the organisation
• Continuously improving the competency framework and development programs based on feedback and results.
• Best practices for ongoing competency management and development

Cost: 4900 USD

Duration: 5 Days