training@mercury-training.com

Istanbul-Turkey: +905395991206 - Amman-Jordan: +962785666966 - London (UK): +447481362802

HR Training Department Development

The Training Analyst, Managing the Training Function (Professional Training Manager), Essential Skills for Effective Training Administration (Professional Training Administrator), Mastering Training Needs Analysis and Training Evaluation, Linking Training to Organisational Goals, Preparing and Developing Training Specialist and Coordinators, Measuring & Maximizing Training ROI, Mastering Training Coordinators Skills, Mastering Training Needs Analysis and Training Evaluation & Maximising Training ROI, Training and Development: Tools & Strategies, Essential Skills for Training and Development Manager, TQM for Training Activities

The Training Analyst - (HR3001)

09 - 13 Oct 2022

05 - 09 Jun 2022

Malaysia (Kuala Lumpur)

03 - 07 Jul 2022

20 - 24 Nov 2022

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Managing the Training Function (Professional Training Manager) - (HR3002)

12 - 16 Sep 2022

27 Nov - 01 Dec 2022

10 - 14 Jul 2022

04 - 08 Sep 2022

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Essential Skills for Effective Training Administration (Professional Training Administrator) - (HR3003)

Turkey (Istanbul)

03 - 07 Jul 2022

27 Nov - 01 Dec 2022

09 - 13 Oct 2022

06 - 10 Nov 2022

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Mastering Training Needs Analysis and Training Evaluation - (HR3004)

Turkey (Istanbul)

25 - 29 Dec 2022

17 - 21 Jul 2022

Switzerland (Geneva)

12 - 16 Dec 2022

12 - 16 Dec 2022

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Linking Training to Organisational Goals - (HR3012)

16 - 20 Oct 2022

Netherlands (Amsterdam)

27 Jun - 01 Jul 2022

12 - 16 Jun 2022

13 - 17 Nov 2022

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Preparing and Developing Training Specialist and Coordinators - (HR3016)

19 - 23 Sep 2022

31 Jul - 04 Aug 2022

09 - 13 Oct 2022

09 - 13 Oct 2022

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Measuring & Maximizing Training ROI - (HR3019)

10 - 14 Jul 2022

11 - 15 Jul 2022

05 - 09 Dec 2022

Manama (Bahrain)

16 - 20 Oct 2022

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Mastering Training Coordinators Skills - (HR3037)

05 - 09 Jun 2022

08 - 12 Aug 2022

Netherlands (Amsterdam)

20 - 24 Jun 2022

Switzerland (Geneva)

14 - 18 Nov 2022

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Mastering Training Needs Analysis and Training Evaluation & Maximising Training ROI - (HR3047)

:</span></strong></p>

<ul>
	<li>Identify and be able to use the 4 level model for doing training needs analysis</li>
	<li>Master how competencies are constructed and know which are is the best to train to get good results</li>
	<li>Be able to use the new priority process (2009) to be able to prioritise all training requests</li>
	<li>Master training evaluation using the 10 step model</li>
	<li>Know what training is suitable for evaluation and which is not</li>
	<li>Have practiced evaluating a series of training courses</li>
	<li>Know how unit costs work and how to use them to make evaluation easy</li>
	<li>Measure the effectiveness of training using the latest evaluation model</li>
	<li>Demonstrate trends and do efficiency analysis</li>
	<li>Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency</li>
	<li>Measure skills, knowledge, behaviour, competency, style, self belief, attitudes and personality</li>
	<li>Demonstrate how trend changes can benefit the organisation</li>
	<li>Be able to measure competency by, department or company wide, using specific software packages</li>
	<li>Develop an understanding human resources development and personnel management practices</li>
	<li>Develop awareness the advantages of effective human resource management</li>
	<li>To develop awareness of key HR and HRD strategies for improving organisational success</li>
	<li>Demonstrate trends and do efficiency analysis</li>
	<li>Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency</li>
	<li>Measure skills, knowledge, behaviour, competency, style, self belief, attitudes and personality</li>
</ul>

<p> </p>

<p><strong><u>SEMINAR OUTLINE</u></strong></p>

<p><strong>New Approaches to Training Needs Analysis </strong></p>

<ul>
	<li>Introductions and course objectives</li>
	<li>Alternative options to TNA – DVD Johnsonville foods</li>
	<li>The four quadrant model of TNA – a new way of analysis</li>
	<li>Use of a training schema to establish the complete training process and set the rules</li>
	<li>Who is the customer? Conflicting needs</li>
	<li>Use of a coding system to code the different types of training</li>
	<li>Corporate needs into action – how much of the process is governed by TNA<span dir="RTL">? </span></li>
	<li>Case study on organisational change –group work</li>
	<li>Identifying the major drivers world wide that affect organisational TNA Review</li>
</ul>

<p> </p>

<p><strong>Quadrant Two Department Needs & Quadrant Three Team Needs</strong></p>

<ul>
	<li>The specific requirement departments have – relationship with yearly operating plans</li>
	<li>Speed of action form identification to action – on going monitoring – what’s needed? Specific analysis tools</li>
	<li>Case study – creating self empowered teams – group work and DVD FFS</li>
	<li>Departments – your most challenging customer</li>
	<li>Quadrant three- TNA for teams – what are there special needs<span dir="RTL">? </span></li>
	<li>Use of the Adair model to aid TNA – DVD The Adair model in action</li>
</ul>

<p> </p>

<p><strong>Individual Needs, Dealing with Priorities and Training Unit Costs</strong></p>

<ul>
	<li>Individual needs – group exercise</li>
	<li>The 45 ways to train but not by attending a training course</li>
	<li>How to prioritise training – unique and quick system</li>
	<li>Understanding and mastering competencies</li>
	<li>New software advances to simplify and reduce TNA error</li>
	<li>Understanding unit costs and budgets for training – essential for TNA and evaluation</li>
	<li>Group exercise – construct a budget in under 20 minutes</li>
</ul>

<p> </p>

<p><strong>Mastering the Evaluation Process</strong></p>

<ul>
	<li>Validation v Evaluation – what is the difference<span dir="RTL">? </span></li>
	<li>Current models explained, Kirkpatrick, CIRO, IES and the 10 step process</li>
	<li>Understanding the process of evaluation and its position in the training cycle scheme</li>
	<li>How to use the 10 step process to produce training evaluation –each step explained – team exercises</li>
	<li>The evaluation formula</li>
	<li>How you decide what training needs evaluating – use of our priority model</li>
</ul>

<p> </p>

<p><strong>Practical Examples of Evaluation – Your Chance to Master the Techniques</strong></p>

<ul>
	<li>Case Study One – skills – group exercise and presentation</li>
	<li>Case Study Two – telephone sales training</li>
	<li>Accountability of training department to guarantee and produce results</li>
	<li>Should all training be subject to evaluation<span dir="RTL">? </span></li>
	<li>Work on back at work presentations</li>
</ul>

<p> </p>

<p><strong>The Added Value Role of Today’s Training Analyst</strong></p>

<ul>
	<li>What value does training offer – group exercise</li>
	<li>The need for training to produce measurable results</li>
	<li>It’s vital to know who your customer is</li>
	<li>Establishing a training process that works and is auditable –the new schema</li>
	<li>Mastering training costs and budgets –group exercise</li>
	<li>Managing and being accountable for training expenditure</li>
	<li>Adding value through training activities – examples</li>
	<li>The role of the training analyst – presentations</li>
</ul>

<p> </p>

<p><strong>How People Lean and Barriers To Learning</strong></p>

<ul>
	<li>Learning style and their impact on training courses</li>
	<li>How we can inexpensively measure learning style –demonstration</li>
	<li>Personality and its impact on training results –the big five explained</li>
	<li>What can training realistically achieve – case study and discussion</li>
	<li>Can you overcome learning difficulties<span dir="RTL">? </span></li>
	<li>Critical times to get the best from training – more time in the class room is not always the answer – demonstration</li>
	<li>Retention and its critical role in what we can remember</li>
	<li>Motivation factors in learning – what can we do differently<span dir="RTL">? </span></li>
</ul>

<p> </p>

<p><strong>Specifying and Constructing Training Properly</strong></p>

<ul>
	<li>What are learning outcome objectives and why do we need them<span dir="RTL">? </span></li>
	<li>How to write learning outcome objectives – group exercise</li>
	<li>The document needed for any training course –thee critical documents</li>
	<li>Maximising the use of visual aid and other aids</li>
	<li>How to calculate room size needed and screen size</li>
	<li>Sound and it part in aiding learning</li>
	<li>The benefit of using specific training videos – examples</li>
	<li>Use of “clipped” video sequences – examples</li>
</ul>

<p> </p>

<p><strong>Training Analysis - The Key Areas of Measurement</strong></p>

<ul>
	<li>Budget spent and the monitoring of costs</li>
	<li>Creating value from training –examples</li>
	<li>Understanding fully how competency frameworks work</li>
	<li>Setting standards for competency and measuring competency improvement</li>
	<li>What is performance – is it related to competency<span dir="RTL">? </span></li>
	<li>Measuring improvements after training –how to do it</li>
	<li>Competence + performance = productivity</li>
	<li>Software needed to measure competence and performance – also automating TNA</li>
</ul>

<p> </p>

<p><strong>Measuring and Reporting Training Results</strong></p>

<ul>
	<li>Formulas needed (added value) and unit costs</li>
	<li>Maximising but controlling training activities</li>
	<li>The new leadership role of training</li>
	<li>Dealing with uncertainty during training</li>
	<li>Case studies showing training success</li>
	<li>Should training functions be profit centres</li>
	<li>What is the role of end of course questionnaires<span dir="RTL">? </span></li>
	<li>Your actions when returning to work</li>
</ul>

<p> </p>

<p><strong>Training Learning & Development</strong></p>

<ul>
	<li>Career management</li>
	<li>Personal development</li>
	<li>Coaching</li>
	<li>Mentoring</li>
	<li>E-learning</li>
	<li>How flat organisational structures and empowered teams affect training and development</li>
	<li>Self Development</li>
	<li>360 degree feedback as a development tool</li>
</ul>

<p> </p>

<p><strong>The Added Value Role of Today’s Training Analyst</strong></p>

<ul>
	<li>What value does training offer – group exercise</li>
	<li>The need for training to produce measurable results</li>
	<li>It’s vital to know who your customer is</li>
	<li>Establishing a training process that works and is auditable –the new schema</li>
	<li>Mastering training costs and budgets –group exercise</li>
	<li>Managing and being accountable for training expenditure</li>
	<li>Adding value through training activities – examples</li>
	<li>The role of the training analyst – presentations</li>
</ul>

<p> </p>

<p><strong>How People Lean and Barriers To Learning</strong></p>

<ul>
	<li>Learning style and their impact on training courses</li>
	<li>How we can inexpensively measure learning style –demonstration</li>
	<li>Personality and its impact on training results –the big five explained</li>
	<li>What can training realistically achieve – case study and discussion</li>
	<li>Can you overcome learning difficulties<span dir="RTL">? </span></li>
	<li>Critical times to get the best from training – more time in the class room is not always the answer – demonstration</li>
	<li>Retention and its critical role in what we can remember</li>
	<li>Motivation factors in learning – what can we do differently<span dir="RTL">? </span></li>
</ul>

<p> </p>

<p> </p>

<p><strong>Specifying and Constructing Training Properly</strong></p>

<ul>
	<li>What are learning outcome objectives and why do we need them<span dir="RTL">? </span></li>
	<li>How to write learning outcome objectives – group exercise</li>
	<li>The document needed for any training course –thee critical documents</li>
	<li>Maximising the use of visual aid and other aids</li>
	<li>How to calculate room size needed and screen size</li>
	<li>Sound and it part in aiding learning</li>
	<li>The benefit of using specific training videos – examples</li>
	<li>Use of “clipped” video sequences – examples</li>
</ul>

<p> </p>

<p><strong>Training Analysis - The Key Areas of Measurement</strong></p>

<ul>
	<li>Budget spent and the monitoring of costs</li>
	<li>Creating value from training –examples</li>
	<li>Understanding fully how competency frameworks work</li>
	<li>Setting standards for competency and measuring competency improvement</li>
	<li>What is performance – is it related to competency<span dir="RTL">? </span></li>
	<li>Measuring improvements after training –how to do it</li>
	<li>Competence + performance = productivity</li>
	<li>Software needed to measure competence and performance – also automating TNA</li>
</ul>

<p> </p>

<p><strong>Measuring and Reporting Training Results</strong></p>

<ul>
	<li>Formulas needed (added value) and unit costs</li>
	<li>Maximising but controlling training activities</li>
	<li>The new leadership role of training</li>
	<li>Dealing with uncertainty during training</li>
	<li>Case studies showing training success</li>
	<li>Should training functions be profit centres</li>
	<li>What is the role of end of course questionnaires<span dir="RTL">? </span></li>
	<li>Your actions when returning to work</li>
</ul>
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26 Jun - 07 Jul 2022

Germany (Munich)

19 - 30 Dec 2022

Turkey (Istanbul)

13 - 24 Nov 2022

Egypt (Sharm El-Sheikh)

05 - 16 Jun 2022

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Training and Development: Tools & Strategies - (HR9174)

26 - 30 Jun 2022

06 - 10 Nov 2022

Malaysia (Kuala Lumpur)

14 - 18 Aug 2022

28 Nov - 02 Dec 2022

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Essential Skills for Training and Development Manager - (HR15030)

Malaysia (Kuala Lumpur)

28 Aug - 01 Sep 2022

Turkey (Istanbul)

21 - 25 Aug 2022

Morocco (Casablanca)

07 - 11 Nov 2022

Singapore (Singapore)

11 - 15 Jul 2022

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TQM for Training Activities - (HR15106)

14 - 18 Nov 2022

30 Oct - 03 Nov 2022

13 - 17 Nov 2022

28 Aug - 01 Sep 2022

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Mercury dynamic schedule is constantly reviewed and updated to ensure that every category is being addressed at least once a month, if not once every week. Please check the training courses listed below and if you do not find the subject you are interested in, email us or give us a call and we will do our best to assist.

Istanbul Office (Turkey)

training@mercury-training.com +905395991206

London (UK)

training@mercury-training.com +447481362802

Amman (Jordan)

training@mercury-training.com +962785666966

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