Certified Training Analyst (Mini MBA)
Certified Training Analyst(Mini MBA)
This course is happily introduced to you by the International Academy of Human Resource Development (IAHRD). We are glad to inform you that our courses are written by experts who have a long experience in the related field.
This intensive program starts with topics related to Management such as People Management; Leading Teams; Strategic Planning, Negotiating and Operational Excellence, topics commonly found on most MBAs. The second week will be devoted to training analyst principles and techniques. All managers are faced with increasingly complex responsibilities. Business costs are constantly under pressure and the Training Department needs to be able to demonstrate a positive impact on the bottom line. The success and cost-effectiveness of any training and development initiative depends on the correct and timely analysis of the need. Effective analysis will lead to timely and appropriate training that can then be evaluated to show the impact on the business and the return on the investment.
Participants attending the program will:
- Fully understand and apply different models for conducting a training needs analysis
- Grasp roles and work contexts of different models.
- Conduct various analyses skills including critical incident, environmental scanning and hierarchical task analysis.
- Develop the knowledge to examine the application of management best practices.
- Conduct a planned training analysis within the organization.
- Design an applicable plan of action to be achieved in the organization.
- Learn how to reap the power of TQM.
- Differentiate between organizational needs and individual needs.
- Conduct task analyses and identify competences.
- Assess all levels of training and employ business process improvement tools.
- Utilize the performance criteria as a standard of excellence and consider methods to improve it.
- Understand the needs for analysis within the context of the training cycle.
- Introductions and objectives.
- The five Keys of training activity using a model.
- How to establish unit costs for analysis?
- Group exercise and practical examples.
- How to decide if a training function is efficient or not?
- Reaping the teamwork benefits.
- Effective Teams vs. Ineffective Teams
- Conflict management in productive manners.
- Understanding team member styles.
- Recruiting virtual teams.
- Strategic planning process examination.
- How to acquire competitive advantages?
- Conducting a SWOT analysis
- Emphasizing vision and mission statements.
- Why to prioritize contingency planning ?
- Strategic success and failure case studies.
- Digging into the art of the negotiating process?
- Characteristics of an effective negotiator.
- Developing negotiating strategies.
- Employing persuasive negotiation techniques.
- Achieving the benefits of effective negotiating.
- Negotiation exercises.
- Learning from the best performing companies.
- Benchmark your performance and figure your position in the market.
- Creating and maintaining employee commitment.
- Keeping continuous improvements.
- Creating a high performance organization.
- The definition and purpose of socio-technical management.
- Effective communication techniques.
- Motivating candidates for better results.
- Coaching skills improvement.
- A successful manager characteristics.
- The five key areas of training delivery-the training process
- Applying the 10 steps process.
- Practical group exercise.
- Business expectations compared with training results.
- Case Study
- Analysis methods for training materials.
- Methods for training delivery analysis and for trainees.
- What information is to keep and what to diminish?
- Understanding evaluation and being able to apply it.
- Worked examples.
- Practical examples of trend analysis.
- Practical group exercise to analyze successful trends.
- Internal and external training and discussing their relationship and value.
- How to do the analysis and how to produce results?
- Group exercise and a Case Study ( complete worked examples will be provided)
- Applying a process approach to evaluation
- Methods to improve training effectiveness.
- Pedagogical vs. Agrological Methods, Training Duration , Incentives and role and positioning of testing.
- Management accountability for training implementation.
- Competencies and impact of evaluation.
- Should all trainings be subjected to evaluation?
- Efficient measurements to provide outstanding results.
- Applying analysis techniques back in the work place
- Group quiz.
- Dealing with variance and uncertainty during analysis.
- Effective planning for a bright future.
- What to do with poor performers?
- Work plans.
Who Should Attend?
- Newly appointed training analysts.
- Training Managers.
- Training Analysts seeking continuous improvement.
- Candidates responsible in the area of Business Process Improvement.
- Candidates concerned with achieving standards of excellence in the organization.
- Graduates and undergraduates interested in gaining knowledge in this area.