The
Successful
Learning
and Development Manager
‘Everything the training professional needs to know to
manage the training department effectively’
21st
October 2008, London
Key
benefits
•
Analyse the needs of your business and formulate a
plan to meet those needs at organisational, occupational
and individual level
•
Understand the organisational requirements and key
competencies of the Training Managers role
•
Manage the provision of training by selecting the correct learning interventions
and resources in a timely and cost effective way
•
Measure training effectiveness and expenditure and communicate the results
within your organisation.
•
Discover how to obtain buy-in from management and staff and be seen to add
value
Course
covers
What
are the organisational requirements of the role?
The change in role to one of consultant with strong emphasis on learning
and development as an integral part of the business. It also highlights the need for a strong personal profile and the
ability to market the learning and development function.
Aligning
training strategy and business needs
Understanding
the needs of the business and formulating a plan to meet those needs at organisational, occupational and individual level can only be
done when you accurately know what has to be achieved.
Managing
the provision of training and development interventions
Deciding
whether to use internal or external training providers is often dictated by the
volume of training required, knowledge and experience of the subject area
internally and the necessity to deliver training to a set timeframe.
Measuring
training effectiveness and expenditure
What
measures will be used – short, medium and long term to evaluate the
effectiveness of training intervention, and
how will you successfully communicate
this within your organisation?
“What a thought-provoking course. I think every Training Manager should make a priority of
attending this course.” Valerie Brown-Beckford,
Agenda
0900
Arrival and registration
0930
Welcome, introduction and
overview
0945
What are the organisational
requirements of the role?
This
session outlines how the training managers role has
evolved to one of consultant with strong emphasis on learning and development
as an integral part of the business. It also highlights the need for a strong
personal profile and the ability to market the training function.
1100
Break
1115
Aligning training strategy and
business needs
Understanding
the needs of the business and formulating a plan to meet those needs at
organisational, occupational and individual level can only be done when you
accurately know what has to be achieved. How it can be achieved, the resources
available, the timeframe to be met and the cost implications are the next
questions on the agenda. In other words – a through fact finding mission!
1245
Lunch
1330
Managing the provision of
training and development interventions
Deciding whether to use internal or external training providers is
often dictated by the volume of training required, knowledge and experience of
the subject area internally and the necessity to deliver training to a set
timeframe. Key considerations here include “Do you have best practice
guidelines for trainers? Do you have a preferred external training company
supplier list? and how do you monitor their
performance?
1500
Break
1515
Measuring training effectiveness and
expenditure
What
measures will be used – short, medium and long term to evaluate the
effectiveness of training intervention?, bearing in mind that this has often
been the part of the training cycle that is poorly done and lets training
professionals down. How does this compare with expenditure? More importantly,
how will you successfully communicate this within your organisation?
1630 Wrap up and close
“Linda obviously has in-depth
knowledge of the subject and is an excellent facilitator”
Paula Horsfall, E.O. Group UK Ltd
Tutor