+30 210 9210734
Who should attend
- Anyone involved in learning & development, training, or talent management
- Professionals who need to evaluate L&D activities
- Human Resource (HR) personnel
- Anyone concerned with organizational learning
Learning Objectives
- Exhibit a strong grasp of ROI principles within Learning & Development.
- Articulate how ROI applies to training programs.
- Employ evaluation methods to measure the impact of L&D initiatives.
- Present evaluation findings effectively, using relevant techniques.
- Create evaluation frameworks that cater to the needs of a specific audience or team.
Methodology
The program will include hands-on sessions, allowing participants to engage in practical exercises and activities. Learning will be enhanced through role-plays, small group discussions, real-life case studies, and constructive feedback.
Your Takeaways
- Personnel driving learning and development initiatives within the organization
- Foster a culture of learning across the entire organization
- Strengthen employee growth and development
- Boost employee motivation and engagement
- Broaden the use of effective training strategies organization-wide
- Enhance relationships between employees and management
Duration: 1 day
Learning Modules
- Preparation
- Training Needs Assessment (TNA)
- Evaluation planning
- Level 1: Reaction & Action Plans
- Level 2: Learning
- Level 3: Implementation
- Leve 4: Business impact
- Level 5: Calculating ROI –Identifying intangibles
- Reporting –Presentation to stakeholders
- Special topics:
- The role of Managers. How to train them. From training titles to business needs
- Pitfalls
- Action plan
Learning Objectives
- Update the company's managers on techniques they can utilize to effectively diagnose and identify the training and development needs of their team members.
- Managers' understanding that training program titles alone are not sufficient for the development of their subordinates.
- Changing the managers' mindset regarding the tools for developing their team members.
Learning Tools
- Real life work scenarios
- Group Exercises
- Self Assessment
- Infographics
Your Takeaways
- Targeted suggestions for the development of your executives.
- Providing essential information to the L&D departments.
- Active participation in the design of result-based training.
Duration: 4 hours
Learning Modules
- Introduction. Linking performance Management with training needs
- The difference between what the employees wants and what they really need
- How to ensure that the improvement of a skill / competence will be achieved through training?
- Techniques for diagnosing training needs
- How to link business need with training and development tools
- How to help the Learning and Development (L&D) department design results basedtraining initiatives
- Action Plan
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