HOW TO MANAGE THE TRAINING FUNCTION
Training, Instruction and Documentation
Training
Provided by The Training Clinic
If you are the head of a training department or unit, a one-person training department, or your career path is pointing in that direction, these active learning days are for you. Training managers, coordinators, internal consultants, performance consultants, course designers and instructors will benefit from this involving learning experience.
Related Jobs or Careers: Training Manager, Training Coordinator
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HOW TO MANAGE THE TRAINING FUNCTION
WORKSHOP CONTENT
Unit 1: Manage A Training Function
What are the vision, mission and function priorities
Key training and development roles
A staff of one: keeping your sanity
Staying up to date, trends in training
Conduct a training department systems audit
Manage and develop the training staff
Unit 2: Internal Consulting Skills
Use a continuum of consulting roles
Analyze your role in the organization
Identify who are your clients
Trainer vs. consultant vs. change agent
Gain management's commitment to your function
Where are you in the life cycle of a training department?
Use an 8-step consulting process
Unit 3: Diagnosing Problems and Developing A Plan
When to use 9 Training Department audit tools
Is training the answer?
Make vague training needs specific
Sort out training needs vs. wants
Developing a ten-part performance improvement plan
Reviewing training proposals
How to trouble shoot training problems
Use a tool to compare training delivery methods
Unit 4: Build A Partnership With Management And Learners
Check your influencing style
Build credibility with line managers
Be more responsive to the organization
How to develop three-way partnerships
Steps to increase leverage with others
Develop strategies to market your programs effectively
Unit 5: Managing The Budget
Effectively manage the training dollar
How to create a training cost framework
Conduct a cost-benefit analysis
Find performance indicators to demonstrate training's benefit
EXPECTED OUTCOMES
At the end of the training, the employee will be able to:
1. Develop a vision, mission and function priorities statement
2. Identify how to use department systems audit tools
3. Identify and use 8 steps in the consulting process
4. Identify when to use 9 types of assessment tools to determine training needs
5. Practice how to gain management's commitment to performance improvement
6. Use a nine-part plan to build alliances and work successfully with line managers and employees
7. Learn how to contract for results, not just training activities
8. Identify essential elements of a performance improvement plan
9. Identify techniques to market your training function
10. Keep up to date with new training trends
11. Evaluate how to supervise and develop a training staff using a 100-competency tool
12. Use a budget framework to track training expenses
13. Complete a cost-benefit analysis to demonstrate training's effectiveness
14. Practice ways to anticipate the changing trends in your organization
Unit 1: Manage A Training Function
What are the vision, mission and function priorities
Key training and development roles
A staff of one: keeping your sanity
Staying up to date, trends in training
Conduct a training department systems audit
Manage and develop the training staff
Unit 2: Internal Consulting Skills
Use a continuum of consulting roles
Analyze your role in the organization
Identify who are your clients
Trainer vs. consultant vs. change agent
Gain management's commitment to your function
Where are you in the life cycle of a training department?
Use an 8-step consulting process
Unit 3: Diagnosing Problems and Developing A Plan
When to use 9 Training Department audit tools
Is training the answer?
Make vague training needs specific
Sort out training needs vs. wants
Developing a ten-part performance improvement plan
Reviewing training proposals
How to trouble shoot training problems
Use a tool to compare training delivery methods
Unit 4: Build A Partnership With Management And Learners
Check your influencing style
Build credibility with line managers
Be more responsive to the organization
How to develop three-way partnerships
Steps to increase leverage with others
Develop strategies to market your programs effectively
Unit 5: Managing The Budget
Effectively manage the training dollar
How to create a training cost framework
Conduct a cost-benefit analysis
Find performance indicators to demonstrate training's benefit
EXPECTED OUTCOMES
At the end of the training, the employee will be able to:
1. Develop a vision, mission and function priorities statement
2. Identify how to use department systems audit tools
3. Identify and use 8 steps in the consulting process
4. Identify when to use 9 types of assessment tools to determine training needs
5. Practice how to gain management's commitment to performance improvement
6. Use a nine-part plan to build alliances and work successfully with line managers and employees
7. Learn how to contract for results, not just training activities
8. Identify essential elements of a performance improvement plan
9. Identify techniques to market your training function
10. Keep up to date with new training trends
11. Evaluate how to supervise and develop a training staff using a 100-competency tool
12. Use a budget framework to track training expenses
13. Complete a cost-benefit analysis to demonstrate training's effectiveness
14. Practice ways to anticipate the changing trends in your organization
About The Training Provider: The Training Clinic
The Training Clinic - The Training Clinic has been the leading train-the-trainer company in America since 1977. Utilizing a skilled master trainer staff of 18 we provide in-company workshops and certificate programs for the professional development of trainers, curriculum developers, training managers and coordinators.
Small workshops stress: Practicality, Adult Learning Methods, Participant Involvement and...
