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 Mastering Training Needs Analysis and Training Evaluation amp Maximising Training ROI M12340 QR Code
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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

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