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Why Choose this Training Course?
This practical training course 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.
In this PetroKnowledge training course on Mastering the Training Cycle, participants will:
Learn more about TNA in the context of what the organization requires from training
Understand the need for data to inform the need for, and outcomes from, training
Learn how to measure the value derived from training
Be able to show training costs and calculate the Return on Investment
What are the Goals?
By the end of this Mastering the Training Cycle training course, delegates will be able to:
Identify and be able to use the 4-level model for doing Training Needs Analysis and be able to manage the portfolio of needs
Master competency frameworks to maximize their usage and value to the delegate’s own organization
Measure the Return on Investment (ROI) on a training course
Understand how to embed evaluation into the training cycle so that the ROI can be measured
Assess which training is suitable for ROI measurement
Practice measuring ROI on a range of training situations
Who is this Training Course for?
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
Supervisors who are involved with training and development
How will this Training Course be Presented?
This is a practical and busy fast track training course, which will use organizational case studies and situations to work out unit costs, ROI and a simpler way to do things, to enhance the learning. Throughout the week, delegates will work on real case studies to bring the methodologies to life.
A few of the benefits the organization will gain are:
Having a standard and auditable approach to training
Having a much higher success rate and identifying the right training through a process approach to TNA and evaluation
Having concrete information which will show clearly the value of training to the organization
Having confident and competent training staff thinking and operating more like a business partner
Having an approach to evaluation which will provide consistent results
Benefits individuals will gain from this Mastering the Training Cycle training course are:
Getting the complete tool box to be able to do accurate TNA and Evaluation
Being more comfortable in using data from a range of sources to inform the need for training and to better measure the outcomes of training
Gaining sufficient expert guidance to be able to implement immediately what has been taught and put it into operation
Gaining the confidence needed to be able to make a difference in the company
Being able to demonstrate the immediate value of this course on return to the workplace
Knowing the tools to be able to operate more like a business partner
Day One: The Modern Approach to Training Needs Analysis
What does an organization want from training?
How is HR responding?
Linking Training more overtly to the Organizational Strategy and Business Plan
Analysing 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 enough?
Day Two: 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
Day Three: 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
Day Four: 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
Day Five: 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
On successful completion of this training course, a PetroKnowledge Certificate will be
awarded to the delegates
In Association With
Our collaboration with GLOMACS aims to provide the best training services and benefits for our valued clients