Linking Training to Organizational Goals

This exciting and engaging training course explores the critical role that people development plays in moving a business forward and in the achievement of personal, team, departmental, and organizational goals and objectives. Delegates will also explore how they can develop and promote the role of the training function within their organization. The impact and importance of training within an organization can be measured and directly linked to the achievement of organizational goals and objectives.

This training focuses on one of the most important challenges facing all businesses today – innovation. Product and business life cycles are shortening, and the intensity of competition is rising globally. Innovation is now emerging as the most strategically significant aspect of business operations. A disruptive innovation will take an organisation into a differentiated and potentially leading position.

“Disruptive Innovation” is the subject of this training seminar. This is designed to enable an organisation to achieve and sustain superior performance – measured in terms of profitable growth – often through a radical change in its complete business model.

Course Objective:

By the end of this training course, participants will be able to:

Describe the role of training within an organisation – linked to the strategic plan
Clearly show which training contributes directly to the goals of the organisation
Use a strategic model and training schema to align training clearly with the organisational goals
Conduct an effective training needs analysis
Develop a training strategy
Evaluate training and promote value-added training

Course Outline:

Module 1: Business Strategy and Training

Introduction to Training, Development and Learning
So Why Do We Need to Train Anyway?
How Businesses Set Their Strategy
The Importance of Aligning Training Strategy – The HR and Training Strategic Model
The Role of Training in Supporting Business Strategy – How to Write Strategic Goals?
Defining The Training Function

Module 2: Developing A Focused Training Solution

The New Systematic Training Cycle
Competence – 95% of All Trainings Organisational Goals
Where Performance Training Fits – The 5% that Makes 100% Difference
Serious Limitations that Training Has – 10 -15% of the Workforce Will Be Unresponsive to Training
Different Learning Methods – From E-learning to Classroom
Developing Learning Solutions and Blended Learning
Training Design Principles
Selecting The Trainer

Module 3: The Training Strategy

A Strategic Approach to Doing TNA to Best Meet Organisational Goals – New Approaches to TNA
Actioning Organisational Goals
Case Study Review – Lessons Learned
Organisations and Change – Driving the Need for Training
Responding to Organisational Change
Why People Don’t Like Change?
How to Prioritize Training to Get the Best Value?

Module 4: Building The Value of Training

The Providers of Training
Developing Partnerships and Suppliers – Writing Training Specifications to Get the Best Value
Pilot Programmes for Validation
Evaluation for ROI – How to Do It? – A Model to Use
Case Study – Evaluating and Measuring Return on Investment
Validation of The Training Process for Quality Assurance
The Need for Tests and Assessments

Module 5: Developing Your Training Strategy