Mastering Training Needs Analysis and Training Evaluation & Maximising Training ROI

Overview:

Introduction:

This practical training seminar provides the latest thinking, methods, and tools to be able to complete two of the most important areas of training – Training Needs Analysis (TNA) and Evaluation. It will also show those attending how to demonstrate the added value of training activities. These are the two areas that will really make a difference to any training function in linking training more directly to the needs and outcomes of the organization.

Course Objectives:

At the end of this course the participants will be able to:

• Identify and be able to use the 4 level model for doing a training needs analysis
• Master how competencies are constructed and know which are is the best to train to get good results
• Be able to use the new priority process (2009) to be able to prioritize all training requests
• Master training evaluation using the 10 step model
• Know what training is suitable for evaluation and which is not
• Have practiced evaluating a series of training courses
• Know how unit costs work and how to use them to make evaluation easy
• Measure the effectiveness of training using the latest evaluation model
• Demonstrate trends and do efficiency analysis
• Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
• Measure skills, knowledge, behavior, competency, style, self-belief, attitudes, and personality
• Demonstrate how trend changes can benefit the organization
• Be able to measure competency by, department or company-wide, using specific software packages
• Develop an understanding of human resources development and personnel management practices
• Develop awareness the advantages of effective human resource management
• To develop an awareness of key HR and HRD strategies for improving the organizational success
• Demonstrate trends and do efficiency analysis
• Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
• Measure skills, knowledge, behavior, competency, style, self-belief, attitudes, and personality

Targeted Audience:

• Anyone in training or HR who needs to master either TNA or evaluation
• HR Professionals who need to understand how training can be measured
• Those interested in maximizing the training budgets
• Those responsible for training budgets and who need to know what’s required
• Training Managers
• Training Coordinators
• Supervisors who are involved with training and development

Course Outlines:

Unit 1: The Modern Approach to Training Needs Analysis:

• What does an organization want from the training?
• How is HR responding?
• Linking Training more overtly to the Organizational Strategy and Business Plan
• Analyzing your Customer Base – The Four Quadrant Model
• Quadrant One: Organizational needs - How much of the process is governed by TNA?
• Using Competency Frameworks
• Making Competency Frameworks more Line Manager Friendly
• When is an employee competent – When is enough?

Unit 2: Quadrant Two: Department Needs & Quadrant Three: Team Needs:

• Quadrant Two: Departments
• The Specific Requirement Departments Have
• The Need for Data in Assessing Departmental TNA
• Understanding the Technical Ladder and Its Implications for Training and Development
• How the leadership pipeline differs?
• Quadrant Three: TNA for teams
• Tools for Analyzing Team Training Needs

Unit 3: Quadrant Four: Individual Needs / The First Steps in Evaluation – Understanding Unit Costs:

• Quadrant Four: Individual Needs
• The 70 / 20 / 10 Model of Training and Development
• Ways to Train other than Attending a Training Course
• The Role of Training in Curating Material to Support Knowledge Transfer and Developing Organizational Knowledge
• Embedding the Wider Notion of Development – The need for personal development plans
• Understanding Unit Costs – The start point for evaluating training

Unit 4: Mastering the Evaluation Process: 

• Validation vs. Evaluation – What is the difference?
• Improving the Usefulness of the Validation Form / The End of Course Questionnaire
• Evaluation Models Explained
• The Return on Investment Formula – explaining what is then required
• Embedding Evaluation into the Training Cycle and How to do it
• Practical Tips in Evaluating Training

Unit 5: Practical Examples of Evaluation – Your Chance to Master the Techniques:

• Evaluating the Cost of Alternative Forms of Training, Competency Improvement, Delegate Own Examples
• Accountability of Training Department to Guarantee and Produce Results – The Competencies Required
• Should all training be subject to Evaluation?
• Summary of Main Themes Discussed
• Delegates’ Action Planning