The Training Analyst

The Training Analyst MBA

OBJECTIVES

Apply analysis techniques to 5 critical areas which contribute to effective training
Be able to measure the effectiveness of the 4 types of business training
Be able to demonstrate trends and do efficiency analysis
Be able to set up and effectively measure any element of delivered training
Be able to specify how to measure skills, knowledge, behavior, competency, style, self belief, attitudes and personality
Demonstrate how trend changes can benefit the organization
Be able to measure competency by, department or company wide
Use the latest evaluation model

WHO SHOULD ATTEND?

Budget holders for training managers, HR Personnel, Training specialists, training co-ordinators and any line manager or supervisor who wants to see analytical results from training
In addition any one in the organization who wishes to see how the effectiveness of all areas of training can be measured

COURSE OUTLINE

DAY 1 – Why training analysis is critical

Program introductions and objectives
The five key areas of training activity – using a model
The four key areas of training spend – how to establish unit costs for analysis- group exercise and practical examples
Analysis that’s needed to show if a training function is efficient – or not

DAY 2 – The five key areas of training delivery-the training process

How to use the 10 step process – practical group exercise
Business expectations compared with training results – case study
Analysis methods for training materials
Analysis methods for training delivery and for trainees – what information is useful to keep.
Understanding evaluation and being able to apply it – worked examples

DAY 3 – Practical examples of trend analysis

What trends are worth analyzing? – Practical group exercise
Everything can be measured – how to measure skills, knowledge, behavior, competency, style, self belief, attitudes and personality – many questionnaires will be available for delegates to use – including one of the best personality profilers
In house and external training – understanding their relationship and value
How to do the analysis and how to produce results – group exercise and case study – complete worked examples will be provided

DAY 4 – Applying a process approach to evaluation

What would improve training effectiveness, pedagogical v agrological methods – training duration – incentives and the role and positioning of testing
Management accountability for training implementation – competencies and the impact of evaluation
Should all training be subjected to evaluation?
Where and how to get measurement to provide outstanding results
Review

DAY 5 – Applying analysis techniques back in the work place