Understanding the complete training cycle is essential for designing, implementing, and evaluating effective training programs within organizations. The training cycle typically consists of several interconnected stages, each crucial for ensuring that training initiatives meet organizational objectives and address the developmental needs of employees. Here's an overview of the complete training cycle:

Course Objectives:

Do training needs analysis – using the new four dimension model
To organize and prioritize training – maximizing recourses
Convert training requirements into practical outcomes
Use testing to establish learning is taking place
Be able to evaluate training results in the work place
How to report training effectiveness

Who Should Attend?

Everybody associated with training: Trainers, designers, training administrators, training co-ordinators, trainee HR personnel, supervisors

Course Outlines:

Training in context, the four segments of training needs analysis

Program introduction, Program objectives and your objectives
What does training do? Group exercise and mini presentations
The traditional training cycle – what’s changed?
The changing nature of training – video paradigm shifts
Understanding the new TNA four dimension model
Linking TNA to one training process

Organization and designing training – new trends

Challenges facing training – organization issues – exercise
Identifying who’s the real customer – Robert Pike video
Training design – what’s needed – exercise and video clip
Do you want competent trained people or high performers?
Three critical documents The specification – the trainers manual – the trainees manual
Creating visual aids – new idea’s – addressing the needs of the learner WIIFM

Running training programs

Coordinator’s role
Trainers’ preparation – what’s needed – exercise
Role and place of tests in training
Understanding where validation fits – exercise
Dealing with problem learners
Use of end of program “happy sheets” discussion

Back at work implementation

Measuring the results of training – Knowledge transfer, skill, competence or performance
How to measure the effectiveness of training interventions – case studies
Collating and presenting the customer with results
Completing the cycle – old or new method?
Coaching and mentoring – its role and effectiveness – video and exercise

Understanding training performance figures and costs

Types of data required to be produced – exercise
How to get to grips with simple unit cost
Outline budgets – understanding budgets
Celebrating training success
End of program review and implementation plans
Presentation of certificates and CPE points

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