Management & Leadership Seminars

Managing, Coordinating and Lead Proactively



Conference Objectives:

By the end of the conference, participants will be able to:

  • Distinguish between the proactive/strategic approaches of managing training and the traditional/ reactive approaches.
  • Use appropriate methods to identify training needs.
  • Design and conduct a training needs analysis.
  • Analyze the components of human performance and determine how managers and/or the corporate culture may enhance performance.
  • Evaluate the effectiveness of training.

 

Objective

Champions new initiatives; steps forward to address difficult issues; acts as a catalyst for change and stimulates others to change; paves the way for needed changes; encourages others to improve the unit.

  • Steps forward to address difficult issues and problems
  • Champions new initiatives within and beyond the scope of own job.
  • Asserts positions or ideas on issues.
  • Demonstrates an openness to new ways of doing things.
  • Prepares people to expect and adapt to change.
  • Encourages and challenges others to improve and innovate.

 

This conference is designed for:

Training and development professionals involved in the process of training needs analysis, coordinating and organizing training conference, and evaluating the results of training. This program is worth 25 NASBA CPEs.

 

Conference Outline:

The Proactive and Strategic Role of Training

  • The Value of Training in the Era of Intellectual Capital
  • 10 Approaches Linking Training to Strategy
  • Partnering with Line Managers
  • Marketing Training within the Organization
  • The How-How Method

Identification of Training Needs

  • The Training Cycle
  • Indicators of Training Needs: Present and Future
  • Objectives of Training Needs Analysis
  • Whose Responsibility Is It?
  • Methods and Techniques

Designing and Conducting a Training Needs Analysis

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

 

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
  • Components of an Objective
  • Writing Learning Objectives
  • Linking Objectives with Evaluation
  • The Four Levels of Evaluation
  • The Return On Investment (ROI) Model

 


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