Impactful Training for Effective Performance and Success
Every organization knows the importance of training their employees. But do they know how to maximise the returns from training? Without a clear understanding of the needs of employees and the impact of training on organisation, money and time spent on training will be wasted. Training that results in wiser, happier, more loyal employees are considered successful, right? But what if those employees successfully learned new skills that contribute little toward their productivity or the organization’s strategic goals? What if they’re wiser and happier, but not any better equipped to move the organization closer to its vision or adapt to new changes?
How to Identify Impactful Training that Drive Performance, Enhance Productivity and is Align to Business Objectives
There is a lack of focus on linking training to business goals and strategy. Most training managers also do not review their in-house training and development systems and procedures to enhance training effectiveness. This lack of measurement of training effectiveness of training yet do not measure the return on investment from employee training. They have no ideas of the contribution made by staff to the bottom line of the organisation. They do not know whether the training received by employees is relevant to meet their knowledge and skills gaps. Neither do they know the impact of training on individual and corporate performance. Is it any wonder that senior management views training as ineffective? Do you ever wonder why employees do not take training seriously?
1 Day Workshop on Rethinking Learning, Development and Training Needs Analysis
Well-planned training is an effective way of retaining staff and providing measurable improvements to productivity. And well executed Training Needs Analysis can enable you to pinpoint the current capabilities and skills of employees in order to establish their training requirements. This means that the length, content and emphasis of all training can be designed to fit the employee’s requirements. This workshop seeks to address these two main issues and provide solutions and measures to enhance effective employees’ effectiveness and organisational performance that will in turn please the different stakeholders of the company.
So, how do you create the perfect training?
Here’s the thing. The perfect training is not just about the employee. It’s about the organization’s needs, too. This is because employees who are sent for wrong training or the wrong employees are sent for training will contribute little to the organization. Some companies send their staff for training of no immediate application. Staff will soon forget how to apply the newly acquired knowledge in no time.
Perfect training is where training goals meet business objectives in a win-win kind of situation. In this highly popular 1 Day workshop, you a 7 -step process on embarking on Training Needs Analysis to design and select training that delivers measurable results to your organization
1. Define the future: Understand why it is importance to match training to needs of employees
2. Find the Gaps: Learn how to match training to needs of employees
3. Set Strategic Development Objectives: Know how to align training to business goals and strategies
4. Communicate training purpose and objectives: Avoid unnecessary time, effort and money in staff training and development
5. Deliver the perfect training: Review and improve training system, processes and practices
6. Support new learning in the workplace: Run the training department efficiently and effectively
7. Measure and repeat: Measure the impact of training on individual and organisational performance in long run
Who Should Attend?
• This workshop is beneficial to L&D, HR professionals, Training Managers, Training Administrators and anyone who has the responsibility over staff t raining and development
• Managers of small and medium enterprises will find this course particularly useful as they would acquire the necessary skills to identify staff training to be aligned to their development needs as well as improving organisational performance through active evaluation strategies
• it is also suitable for non-HR trained executive whom are been tasked to handing L&D and Training responsibilities
Organizational Coach Mr Bernard Tay (Master in HRD & Education, George Washington University, USA)
Bernard brings with him more than 20 years of full spectrum human resource experience in both the private and public sectors. He held senior human resource positions and his experience spans across different sectors including exposure to companies in the region. He is competent in human resource development and conversant in human resource management. Bernard is also a Senior Assessor with Spring Singapore where he has helped organisations attained People Developer and the coveted People Excellence and Singapore Quality Award.
As an associate trainer with the Civil Service College, his training assignments bring him to countries like Vietnam, Laos and Myanmar. Locally, he has delivered human resource in the public service to international delegates from commonwealth countries, ASEAN and in the region. In the academic profession, he is an adjunct lecturer to students pursuing diploma, undergraduate and post graduate master’s degree in Singapore. Bernard holds has a first degree in Economics from the then University of Singapore, a second class upper honours degree in Sociology from National University of Singapore. His master’s degree in Human Resource Development and Education is obtained from George Washington University, USA. He is also an ACTA certified trainer who has many years of experience delivering seminars and workshops on human resource management and development to participants from local and international organisations.
• Understand the difference between learning, training and development
• Reasons why training fails to bring about the desired performance
• Implementing a systematic approach to employee training
• Identify employee training needs using the PTO Approach to achieve employee satisfaction and business success
• Review and formulate an Evaluation Design to collect data to assess impact of training on employee performance and organisation success
• Understand the difference between passive and active approach to training effectiveness evaluation
• Learn the four levels of evaluation to ensure knowledge and skills transfer and impact on business performance
• Adopt the active MSA measurements to accelerate learning and to achieve better outcome for individual and organisation