

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