The Training Coordinators Workshop Excellence is Unavoidable

Introduction

No two situations are the same; if they were it would be possible to provide a common training plan for every organization in the same business and all individuals working there. There is no single right answer to providing a solution to a need; each need can be addressed in a variety of ways, therefore, a great deal is expected of training coordinators. People come to them with training needs or performance issues, and they find or deliver the appropriate solution to address specific requests. Many times it is managers who come to the training or HR department, who often want staff members miraculously transformed. In this role, training coordinators need a range of skills: communication, networking, coaching, and group coordination, in addition to, the ability to interact with line managers, organize, and possibly conduct training activities. They have to be articulate, empathetic, professional, knowledgeable, and trustworthy.

Objectives

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

• Describe how to promote the training function as an effective business driver
• Describe the purpose and principles of training and development needs analysis and the process of translating the results into a specification
• Explain how to select and apply appropriate methods of collecting and gathering information from individuals and across the organization
• Demonstrate appropriate techniques of interviewing and analysis to identify the learning requirements and needs of individuals
• Identify stakeholders, and their needs and how to deliver solutions to stakeholder needs
• Evaluate and differentiate between a range of learning opportunities and match them appropriately to individuals training and development needs
• Demonstrate modern NLP, Knowledge Management, and competency-based assessments and how to apply them to the training coordinator role
• Explain how to ensure that training has a positive impact on the bottom line
• Describe people learn best and different learning styles
• Plan how to accelerate learning through memory and learning retention
• Understand when to clarify performance objectives identified at appraisal 
• Demonstrate instructional design techniques that deliver effective learning aids

Training Methodology

Who Should Attend?

This course is designed for those who work as training coordinators, trainers, personnel, and HR staff and who wish to make an immediate difference to their service, productivity, and ability to influence others in the organization through the provision of a service that impacts business strategy.

Course Outline

Day 1:

• The importance of corporate objectives, policies, and plans
• Aligning training with the business needs
• Recognizing when development needs occur – the drivers for training and development and the symptoms of a need
• Aligning management, HR, training, and the business strategy
• Separating “Wants” and “Needs” and ensuring needs are aligned with job requirements
• Identifying the training and development needs of three elements, the organization, groups within it, and individual needs
• How to assign responsibility for identifying training needs
• Develop your needs analysis toolkit – 7 methods and support templates to support training needs analysis
• Making an impact” Communicating the development plan

Day 2:

• Develop your role and your contribution as a strategic agent of change
• Identify and promote the value-added element in your service
• How to identify stakeholders and their needs. How to deliver solutions to stakeholder needs
• Recognize and respond to buying signals
• Identify a range of learning styles and preferences and adapt your approach to influence the styles
• Discover a range of motivators for learning and ensure that you promote programs that appeal to the motivators
• Marketing and promoting the training function making sure your department is visible and valued. 

Day 3:

• The learning cycle – Part one
• Identify and overcome barriers to learning at each stage of the learning cycle
• Clarify and/or gently challenge performance objectives identified at appraisal 
• Write clear and measurable training objectives and how clear objectives help learners, designers, and managers.
• Designing learning interventions that accelerate memory, understanding, and doing (MUD)
• Design a successful learning aid
• Selecting appropriate training/development methods and approaches
• Linking training to professional/external standards

Day 4:

• The training cycle – Part two
• The essential elements of effective instruction
• Selecting trainers and training formats
• Developing the skills of an internal consultant
• NLP and application to the training function
• Influence and persuasion, tapping into personal power, resource power, positional power, and information power
• Your preferred influencing style and when to select from a range of styles

Day 5:

• Learning evaluation and making learning stick
• Evaluation strategies, pre and post-training interventions
• Selling yourself and your function
• Developing the training team
• Performance and operational indicators – benchmark training and development competencies
• Identify your trainer type using Trainer Type Inventory (TTI)
• What external trainers expect from you
• Action planning – your opportunity to make a difference
• And finally… a toolkit of development sites for training professionals