The Proactive and Strategic Role of Training

• The Value of Training in the Era of Intellectual Capital
• 10 Approaches Linking Training to Strategy
  • From Top-Down to Pulse Taking
• Partnering with Line Managers
• Marketing Training within the Organization
  • Ways to Reduce No-Shows
• The How-How Method
  • How to Make Training More Strategic
  • How to Make Training More Customer-Oriented
  • How to Market Training More Effectively

Identification of Training Needs

• The Training Cycle
• Indicators of Training Needs: Present and Future
• Objectives of Training Needs Assessment
• Stakeholders' Responsibility in TNA
• Methods, Techniques and Sources for TNA
  • Quantitative and Qualitative Methods
  • From Surveys and Questionnaires to Interviews and Focus Groups

Designing and Conducting a Training Needs Assessment (TNA)

• The TNA Process
• Selecting the Appropriate Methods
• Analyzing the Data
• Sorting the Findings
• Making Recommendations
• Competency-Based TNA
  • Completing Gap Analysis

Improving Human Performance

• Ability, Motivation and Opportunity: The Role of the Training Manager/Coordinator
• Developmental Activities: From Projects to Learning Centers

Evaluating Training

• Significance of Learning Objectives: for the Trainee, Trainer, Training Department and Immediate/Supervisor Manager
• Components of an Effective Learning Objective
• Writing Learning Objectives
• Matching Learning Objectives with Evaluation Levels
• The Four Levels of Evaluation
• Overview of the Return On Investment (ROI) Model