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Managing the Training Function (Training Manager Certificate)

Managing the Training Function (Training Manager Certificate)


Managing the Training Function (Training Manager Certificate)


By the end of the certificate, you will be able to:

  • Develop a vision, mission and function priorities statement.
  • Identify how to use department systems audit tools to benchmark your function and identify areas for improvement.
  • Identify and use eight steps in the internal consulting process.
  • Practice ways to anticipate the changing training needs in your organization.
  • Identify when to use nine types of assessment tools to determine training needs.
  • Practice how to gain management's commitment to performance improvement.
  • Use a nine-part plan to build alliances and work successfully with line managers and employees.
  • Learn how to contract for results, not just training activities.
  • Identify essential elements of a performance improvement plan.
  • Identify techniques to market your training function.
  • Keep up to date with new training trends.
  • Evaluate how you supervise and develop a training staff using a 100-competency tool.
  • Develop an action plan to get results.
  • Identify methods to cost justify training and monitor a training budget for classroom and online training programs.
  • Use post training performance analysis as a tool to identify what hinders the transfer of learning.
  • Identify specific techniques to involve managers in transferring learning.
  • Identify how a learner's active role during training influences transfer of learning.


Manage a Training Function:

  • •Stay up to date- trends in training.
  • Identify key training and development roles.
  • Define and create your vision, mission and training function priorities.
  • Learn tips on keeping your sanity as a staff of one.
  • Conduct a training department systems audit.
  • Manage and develop the training staff.

Internal Consulting Skills:

  • Determine where you are in the life cycle of a training department.
  • Compare traditional training and performance consulting approaches. •
  • Use a continuum of internal consulting roles.
  • Analyze your role in the organization.
  • Identify who are your clients.
  • Preview Session Two materials.
  • Prepare “Performance Analysis” case study.
  • Read the “Needs vs. Wants” case study.
  • Use an eight-step consulting process.
  • Differentiate between trainers vs. consultant vs. change agent.

Diagnosing Problems:

  • • Identify special assessment issues.
  • Examine the manager’s role in using nine training department audit tools. •
  • Determine if training Is the answer.
  • Make vague training needs specific.
  • Sort out training needs vs. wants.
  • Write the first three steps of the consulting process.
  • Preview Session Three materials.
  • Prepare the influencing inventory and score the results.
  • Use training design tools to diagnose problems.

Developing a Plan:

  • Learn the ten components of a performance improvement plan.
  • Decide whether to use existing materials or create new ones.
  • Review a performance improvement plan example.
  • Identify criteria for reviewing training proposals.
  • Use a tool to compare training delivery methods.

Build a Partnership with Management and Learners:

  • Check your influencing style.
  • Be more responsive to the organization.
  • Follow-up assignment to apply Assessment Tools. Create a task analysis.
  • Follow-up assignment to apply Assessment Tools: Select one of the three designs.
  • Preview Session Four materials.
  • Prepare the questions to Marketing Is Essential to Your Survival and How Are You Doing.
  • Apply strategies to market your programs effectively.

• Develop three-way partnerships. ü Transfer of Learning:

  • Define transfer of learning.
  • Identify barriers to transfer of learning.
  • Determine whose job is it to apply what's been learned.
  • Review post training performance analysis.
  • Learn how to conduct "level three" evaluation to measure learning transfer.

Managing the Budget:

  • Cost justifies training.
  • Create a training cost framework.
  • Conduct a cost-benefit analysis (ROI.)
  • Find performance indicators to demonstrate training’s benefit.

Who Should Attend:

This certificate program is designed for training managers, performance consultants, who run a training function for an organization or business unit, or those interested in joining their ranks. People in each of these areas will find these sessions engaging and full of proven ideas, tools, tips, checklists, and more.

Kuala Lumpur

# Price ($) From
To Action
1 2,750 26-02-2018 02-03-2018 Enquire
Course Code:3063
2 2,750 23-04-2018 27-04-2018 Enquire
Course Code:3064
3 2,750 25-06-2018 29-06-2018 Enquire
Course Code:3065
4 2,750 27-08-2018 31-08-2018 Enquire
Course Code:3066
5 2,750 22-10-2018 26-10-2018 Enquire
Course Code:3067
6 2,750 24-12-2018 28-12-2018 Enquire
Course Code:3068


# Price ($) From
To Action
1 3,250 14-01-2018 18-01-2018 Enquire
Course Code:3183
2 3,250 18-03-2018 22-03-2018 Enquire
Course Code:3184
3 3,250 20-05-2018 24-05-2018 Enquire
Course Code:3185
4 3,250 15-07-2018 19-07-2018 Enquire
Course Code:3186
5 3,250 16-09-2018 20-09-2018 Enquire
Course Code:3187
6 3,250 18-11-2018 22-11-2018 Enquire
Course Code:3188


# Price ($) From
To Action
1 4,250 15-01-2018 19-01-2018 Enquire
Course Code:4630
2 4,250 19-03-2018 23-03-2018 Enquire
Course Code:4631
3 4,250 21-05-2018 25-05-2018 Enquire
Course Code:4632
4 4,250 16-07-2018 20-07-2018 Enquire
Course Code:4633
5 4,250 17-09-2018 21-09-2018 Enquire
Course Code:4634
6 4,250 19-11-2018 23-11-2018 Enquire
Course Code:4635