Training Needs Analysis and Training Efficiency Evaluation
Event on 2017-09-11 09:00:00
Training Needs Analysis and Training Efficiency Evaluation - NEW, 5 days Programme Overview Effective training or development depends on knowing what is required - for the individual, the department and the organisation as a whole. With limited budgets and the need for cost-effective solutions, all organisations need to ensure that the resources invested in training are targeted at areas where training and development is needed and a positive return on the investment is guaranteed. Effective Training Needs Analysis (TNA) is particularly vital in today's changing workplace as new technologies and flexible working practices are becoming widespread, leading to corresponding changes in the skills and abilities needed. Who should attend The Training Needs Analysis and Training Efficiency Evaluation programme will be useful for Trainers, Managers, Executives, Human Resource and Development Specialists, and others who make decisions about training and involved in analysing, designing, and implementing organisational training plans. By the end of this training course, participants will: Identify business issues currently influencing the training needs of their company Identify the organisation’s training needs through needs assessment utilising a variety of data collection methodologies including surveys, focus groups and interviews Conduct an effective TNA to successfully identify suitable organisational, functional/technical, personal behavioural competencies and skills required to meet their company business needs and objectives Prepare strategic training plans in order to improve competence and achieve more accurate results Develop a master plan of recommendations for future training strategies based on the TNA findings Analyze the strength and weakness of the current training procedures Apply the various training efficiency evaluation techniques at key stages of your training implementation plan Establish a process and evaluation procedure to manage the training effectiveness evaluation Course Outline Drivers for learning needs Where do learning needs come from? What are the drivers? What’s the relationship of different learning needs to the achievement of organisational goals? How might we prioritise needs? Relationship of learning needs to organisational needs Alignment with organisational goals and operational requirements Constructive dialogue with stakeholders at different levels and different parts of your organisation Integration with organisational processes Levels of the TNA Organisational analysis Job/Task analysis Individual/Person analysis Integration of different levels of the TNA into a Training plan Steps of the TNA Performing GAP analysis Identifying priorities and importance Identifying causes of performance problems/opportunities Identifying possible solutions and growth opportunities TNA Tools Observations Surveys & Tests Work and Job analysis Group discussions Observing records and reports Key consultation / Focus Group, interviews with Subject Matter Experts Which tool to choose and when Annual Training Plan and Budget Confidentiality and Sensitivity Using of TNA Deliverables Annual Training Plan Selection of Training and development methods Methods for Training Design and Delivery Determine Group Size Training and development budget – general provisions (centralized vs decentralized) Expenses Allocated to Training and development Budget Evaluating Training Programmes Why evaluate training interventions? Forms and steps of Training efficiency evaluation Criterias for measuring training efficiency Kirkpatrick’s concept and ROI in training and development Methodology To enhance learning effectiveness, hand on experience will be emphasised in this programme through role-plays in class presentation, group facilitation and class critique. Case studies, group discussions and video support will also be used to enhance learning experience. Fun quizzes will be injected to provide formative assessment and a fun learning environment.