Training coordinators Workshop: Improving Training Effectiveness

Introduction

Training is an expensive but potentially the most powerful tool for personal and organizational development. Training coordinators play a vital role in getting the best value from training by ensuring that the right person goes on the right training session for the right reason at the right time. This Course will give you -best practice- in terms of tools, tips, and techniques to:

• Ensure that the training has an impact on the bottom line of the business
• Gain a good knowledge of the business and its changing needs and be able to demonstrate results
• Gain a good understanding of how, why, where and when people learn best and put this into practice
• Develop a range of skills from consultancy to course design and evaluation and use new models
• Develop your role to make it even more fulfilling and really to make a difference through value-added activities

Objectives

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

• Specify how Training and Development can contribute to the business
• Recommend improvements to the way Training and Development is positioned in their organizations
• Be able to use the latest administrative and systems techniques
• Describe how the best practice of a Training Coordinator should apply to them in their situation
• Apply the new 4 quadrant analysis model to their work
• Demonstrate in-depth personal learning and new skills and methods for identifying training needs and understand the evaluation model and how it works
• Take away for implementation in their organization an action plan for implementation which should significantly improve efficiency

Target Audience

Those who work as Training coordinators - liaising with line managers about training needs, organizing training events and selecting courses and trainers

Those working in Training and Development - including full-time trainers and also those in a line role with responsibilities for training people - who wish to enhance their knowledge and understanding of what is involved in the role of a Training coordinator. Anyone involved in an administrative role

Managers in Personnel HR and Training and Development functions who wish to assess new approaches to the role of a Training coordinator - perhaps with a view to improving how their Training coordinators are managed and their effectiveness

Human Resources & Training Outline

The course covers the following topics:

The Contribution of Training and Development to the Business

• About the Course and Course Outcomes
• The Purpose of Work
• Understanding the change in organizations
• The purpose of jobs in relation to organizational aims and Outcomes - the nature of administrative work, the impact of technology
• Designing Jobs - motivating employees, creating satisfying jobs
• The role of the supervisor - allocating tasks, monitoring performance, providing feedback
• Managing Information Resources - the impact on the Training coordinator
• Information in the organization - the nature of information, its users and uses, issues of quantity and quality
• Organizing Data and information - filing systems, databases, data security, and protection - course reports security
• Retrieving online information - information searching, evaluating information
• Technology in Administration for the Training coordinator
• Outcomes and benefits
• Information technologies - intranets, document management systems
• Communication technologies - email, teleconferencing, computer-mediated communication

Aligning Training and Development, HR with business needs

Positioning Training and Development strategically

Examining the relationship between Training and Development activities and organizational success

The Role of the Training coordinator - New Approaches

• Moving from tactical administrator to an agent of change
• Maintaining professional standards
• Understanding the business
• Taking account of individuals’ preferred learning styles - questionnaire and exercise
• Marketing, consultancy, and networking

The new approach to training needs analysis

• Appreciating the relationship between training and results
• Identifying what’s needed at level one - Corporate needs
• Identifying what’s needed at level two - departmental needs, case study, and video
• Identifying what’s needed at level three - teams
• Identifying what’s needed for level four - for individuals

Using the new evaluation and Quality control model

• Application of the 10 step model
• Seeking improvement through - trainer style, delivery methods and 45 alternative delivery methods - Robert Pike video
• Getting the best from others
• How to produce results - evaluation in action - case studies and worked examples

Developing the Role of the Training coordinator - Practical Actions

• Producing results and giving feedback
• Individual action planning, with mini-presentation on back at work actions
• Presentation of certificates