Our Courses

Managing Training and Development

Managing Training and Development effectively can significantly contribute to the organisations strategy, providing there is a clear line of sight between what is required for you to achieve your strategic intent and the training that is delivered.Training and Development can make a major contribution to organisational, team and individual effectiveness, and if focused on organisational goals will provide you with a competitive advantage, growth and success. However when Training & Development is managed ineffectively it becomes an immeasurable costThe competencies required of individuals in corporate training departments demand a strategic approach to managing training and development, and include an in depth business understanding, creativity, facilitation skills, and knowledge and internal consulting process competencies.

Course Information

Who the course is aimed at

Duration 5 days. Our Trainer Development Programme is specifically aimed at developing the skills of trainers, instructors, and facilitators, The event enables learners to operate throughout the complete training cycle and it is supported by individual assessments of competence.


Course Agenda

Managing Training and Development Course ContentIdentifying Training NeedsObjectives:Describe the purpose and principles of training needs analysis and create a specification/outline for the trainingSelect and apply methods and techniques of collecting and information from individuals and across the organisation to enable accurate identification of training needsUtilize the Seven Cs Framework to identify the learning requirements and needs of individualsDifferentiate between a range of learning approaches and methods and match them appropriately to individuals training and development needs Ensure that best practice is applied in line with the organisations requirements and the legal context of equal opportunities and confidentialityContent:What is Training Needs Analysis?Who is Responsible?Where do Training Needs Occur?Identify a Training NeedAligning Training to Organisational NeedsIdentifying Current and Future needsMethods of Identifying NeedsIdentifying Development Needs of Specific OccupationsIdentify Individual Training NeedsPrioritising Training NeedsLearning Styles and PreferencesAdult Learning PreferencesObjectives:Demonstrate understanding of the conditions and requirements that accelerate adult learningSequence a training and development session to appeal to a range of learning stylesSelect options which meet learning preferencesDesign a training and development session for learnersBuild in methods to enable learners to transfer the learning into the workplaceContent:How do People Learn?The Nature of Learning - Cognitive learning (Memory) Affective learning (Understanding) Psychomotor learning (Doing)Exploring Theories of LearningMotivation for Learning - RewardsLearning TransferWho are Your Learners?Barriers to LearningCreate Learning MaterialsObjectives:Develop training and development materials to support a range of learning stylesUse White Space, Graphics Colour and text to accelerate learningTest and modify proposed training and development methodsContentIdentify Activities to Appeal to Learning StylesIdentifying and Specifying Aims and ObjectivesDeveloping a Lesson PlanManaging ResourcesIntroduction to Assessment MethodsBeginnings and EndingsManaging The ProcessObjectives:Analyse your instructional styleIdentify When & How to Adapt your instructional styleDevelop rapport with learnersEstablish a learning climate that encourages learningAnalyse group dynamicsMaintain a healthy group EnvironmentManage Prisoners, Passengers, Protesters and ParticipantsIncrease learner motivationInterpret non verbal messagesEmploy non verbal techniques to minimise conflictUse competition constructivelyManage with your own stress levelsContent:Creating RapportDeveloping Cohesive GroupsCredibility the Key ComponentsManaging Trainer AnxietyCreating a Scene of Success with Feedback FinesseBrain Friendly Learning TechniquesSelecting and Adapting Training MethodsRecognising and Managing Behaviour Directed at LearningRecognising and Managing Behaviour NOT Directed at LearningManaging ConflictPlanning a PresentationAssessment & EvaluationObjectives:Identify the scope, purposes and features of effective assessmentDescribe a range of assessment methodsSelect appropriate assessment methodsIdentify the difference between competence and non-competence based assessmentDefine effective evaluation criteriaContent:What is Assessment?Why do We Assess?What do We Assess?Who is The Assessor?Standards and Criteria for AssessmentMaking sure assessment is Valid and ReliableEvaluation and Assessment


Typical start and finish time each day

9.30am-4.30pm


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  • Max Class Size - 10

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About Us

Spectrum Training Services was established in 1998 - We design and deliver competency based training programmes. We know how easy it is for incompetence to walk through the door as a result of poor recruitment practice,and how that incompetence is accommodated through ineffective approaches to performance management. I am also astounded at the amount of training and development that is purchased that fails to develop competence. Spectrain design learning and development for organisations in a range of sectors. We design blended learning solutions to address:- Compliance Requirements- Change Scenarios- Strategic Initiatives- Talent Development- On Boarding- Skills DevelopmentSo, whether you need an approach to training that develops the competence that your business needs, or a little support with competency based recruitment, perhaps guidance around how to implement a competency framework, simply contact us to chat about what's required.

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Spectrum Training Services

13 The Paddock
Bryn. Wigan Lancashire
Wigan
Lancashire
WN4 0BG

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