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Training and Development Management

$99.00

★★★★★ (from 41 reviews)

In this course, students will learn about the management of training and development within organizations. Topics will include needs assessment, program design and delivery, evaluation, and career development.

 

Description

Training and Development Management Course Online

Program Overview:

This course is designed to introduce the management of training and development within organizations. The course will cover topics such as needs assessment, program design, implementation, and evaluation. Upon completion of this course, students should be able to understand the role of training and development in organizations, as well as how to effectively manage a training and development program.

The average person spends more than one-third of their waking hours at work. That’s a lot of time spent on the job, so it’s important that employees be engaged in their work and feel fulfilled by their career. One way to help ensure this is by providing training and development opportunities for employees.

Training and development programs can be used to improve employee productivity, motivation, and engagement, as well as reduce turnover rates. By investing in your employees and helping them to grow in their roles, you can create a strong team that will help your business succeed.

There are many different types of training and development programs that businesses can implement, so it’s important to choose the right one for your needs.

In this course, students will learn about the management of training and development within organizations. Topics will include needs assessment, program design and delivery, evaluation, and career development.

 


 

Learning Objectives:

Upon completing this course, students will be able to:

1. Describe the role of training and development in an organization.

2. Define the essential components of effective training and development programs.

3. Discuss the role of training and development in career development.

4. Evaluate the key elements of effective training and development programs.

5. Develop a plan for a research project on a given topic related to training and development.

6. Select research methods to gather and analyze data for a given research project.

7. Use the findings of their research project to develop a training and development plan that addresses the needs identified in their research project.

8. Use appropriate presentation software to prepare their research project and presentation.

9. Prepare a bibliography of relevant literature related to their research project.

10. Conduct a professional job search using the Internet, career counseling services, and other appropriate resources.

 


Course Outline:

Module 1: Introduction: Evolution of Training and Development

Module 2: Overview of Training and Development

Module 3: Employee Development in a Global Economy

Module 4: Evaluation of Current Human Resources Practices

Module 5: Researching the Job Search Process

Module 6: Theories and Models of Learning Theory

Module 7 : Job Analysis and Job Design

Module 8: Training Needs Assessment

Module 9: Instructional Development

Module 10: Future Trends in Training and Development

Module 11: Developing a Career Plan

 


Management of Training and Development:

T&D Management refers to the process of planning, designing, delivering, and evaluating training programs to improve organizational performance. An effective training program can help employees learn new skills, improve their performance, and adapt to changes in the workplace. A well-designed training program can also help managers develop their own skills and knowledge. The purpose of this course is to introduce you to the concepts and processes involved in developing a training program.

 


Training and development manager:

A training and development manager is responsible for planning, coordinating, and executing training programs within an organization. They work with employees to identify training and development needs, and then create programs that aim to improve employee performance. Training and development managers also assess the effectiveness of training programs and make improvements where necessary. In order to be successful in this role, excellent communication, organizational, and interpersonal skills are essential.

 


Testimonials:

★★★★★ ” The course is well structured and informative. I have gained a lot from the course. Thank you very much.” – Somaieh A.

★★★★★ “I found this course to be very interesting, it opened my eyes to new ideas I would not have thought of before. I feel this course will be very helpful to me in my future career.” – David V.

 


Glossary:

Needs Assessment – The process of assessing the performance gaps in an organization and defining the training needs to close those gaps.

Program Design – The process of designing activities, content, and schedules for a training program.

Delivery – Delivery refers to the implementation of training activities such as lectures, demonstrations, case studies, role-play, and simulations.

Evaluation – The process of assessing the effectiveness of a training program in meeting its objectives and making changes to improve performance.

Career Development – The process of developing an individual’s skills, knowledge, and abilities in order to progress their career.

Research Project – An independent research project conducted by the student to investigate a particular topic related to training and development.

Presentation Software – Computer software used to create presentations, such as Microsoft PowerPoint or Adobe Captivate.

Organizational Development (OD): A planned, systematic process for improving an organization’s effectiveness through changes to its strategy, structure, processes, culture, or technology.

Human Resources Development (HRD): The process of improving the performance of individuals and teams within an organization. This can be done through training, coaching, mentoring, or other forms of learning and development.

Training: A process that helps employees learn the necessary skills to perform their jobs effectively.

Development: A process that helps employees grow and progress in their careers. It can include things like job shadowing, rotational assignments, and formal mentorship programs.

The goal is to create a sustainable advantage for your business, not just make quick fixes.

Employee training: Training aimed at providing employees with the necessary skills and knowledge to perform their work effectively.

Training budgets: An allocated amount of money used by an organization to pay for employee training.

Technical Training: Training focused on teaching technical skills such as software use, machinery operation, or engineering principles.

Future leaders: Training aimed at developing individuals for positions of authority in an organization. It typically involves teaching soft skills, critical thinking skills, and leadership techniques.

Soft Skills: Interpersonal abilities such as communication, problem solving, decision making, and conflict resolution.

Professional training: Programs that teach employees specific job-related tasks and competencies required for success in a particular field or industry.

Critical Thinking Skills: The ability to analyze information and make decisions based on the evidence.

Technical Knowledge: Understanding of technical concepts such as computer coding, networking, or website design.

Leadership Skills: Strategies for motivating and inspiring team members, delegating tasks effectively, and creating a positive work environment.

Employee Retention: Techniques for keeping employees engaged in their roles and reducing turnover. This can include things like flexible hours, benefits packages, job satisfaction surveys, and professional development opportunities.

Professional development: A process that helps employees improve their skills, knowledge, and abilities. This can include things like job shadowing, workshops, seminars, or other learning opportunities provided by the organization.

Development initiatives: Programs designed to help employees grow professionally and reach their highest potential.

Personal development: A self-directed process of exploring one’s own interests for purposes of achieving personal growth and fulfillment.

Align training: Making sure that an organization’s training activities are aligned with its strategic goals and objectives.

Communication skills: The ability to communicate effectively with others in both verbal and written forms.

Talent development: The process of identifying high potential employees and providing them with the resources they need to reach their highest potential.

Talent management: Managing an organization’s talent to help ensure that it has the best people in the right roles.

Employee feedback: Gathering feedback from employees on a regular basis to understand how they feel about their work and working conditions. This can be done through surveys, focus groups, or one-on-one conversations.

Organizational change management: The process of planning, implementing, and managing changes within an organization. It includes things like communication strategies, stakeholder engagement, training and development plans, and risk management processes.

High performance work systems: Systems designed to create an organizational culture that emphasizes collaboration, innovation, and performance. It includes things like flexible work arrangements, employee recognition programs, and continuous improvement initiatives.

Data-driven decision making: Making decisions based on data collected from various sources such as surveys, analytics tools, or customer feedback.

Performance management: The process of setting goals and objectives for employees, measuring their progress against those goals, and providing feedback and support to help them reach their full potential.

Knowledge management: The practice of capturing, organizing, and sharing an organization’s knowledge among its employees. This can include things like document repositories, searchable databases of information, and collaborative learning platforms.

Cultural awareness training: Programs designed to help employees better understand and appreciate the cultures of their colleagues, customers, and other stakeholders.

Innovation: Encouraging employees to come up with creative solutions to problems and generate ideas that could benefit the organization. This can include things like brainstorming sessions, hackathons, or design thinking exercises.

Employee engagement: Creating an environment in which employees feel connected to their work, empowered to contribute to the success of the business, and motivated to do their best work.

Team building: Activities that help build relationships between team members, create a sense of unity among them, and foster collaboration. These activities can include problem-solving exercises, trust-building games, or outdoor adventures.

Educational activities: Refers to activities that are intended to help employees learn or acquire new skills and knowledge. These activities can include lectures, reading assignments, role-play scenarios, simulations, group discussions, and more.

Learning style: Refers to the way an individual prefers to learn. This could be visual (i.e. seeing), auditory (i.e. hearing), or kinesthetic (i.e. doing).

Business outcomes: The measurable goals that an organization sets to measure its success and progress towards achieving its overall objectives.

Business goals: The overarching objectives that an organization wants to achieve, such as increased sales, improved customer satisfaction, expanded market share, etc.

eLearning: Learning via electronic media, such as websites or online courses.

Customer satisfaction: The degree to which customers are satisfied with a product or service.

Training content: The material used in training employees, such as manuals, slideshows, videos, etc.

Skill sets: The abilities and competencies an individual possesses, such as problem-solving skills or communication skills.

Learning Management System (LMS): A digital platform used to manage and track employee learning activities. It can include features such as quizzes, surveys, forums, and more.

Gamification: Using game mechanics and dynamics to engage employees and motivate them to learn. This can range from point-based rewards systems to interactive simulations.

Data-driven decision making: Utilizing data and analytics to inform decisions and guide actions. This can include things like surveys, focus groups, eye tracking, analytics tools, or customer feedback.

Continuous Improvement: A process of continuously examining and refining an organization’s processes and strategies to ensure that they are optimized for maximum efficiency.

Mentoring: A relationship between a mentor, who is typically more experienced in the field, and a mentee, who is looking to gain knowledge or develop skills.

Crowdsourcing: Leveraging the collective knowledge and opinions of a large group of people to generate innovative solutions to problems.

Simulations: A training activity where employees interact with an artificial environment meant to replicate real-world situations. This can be used for practicing and honing job-specific skills.

Training priorities: The areas of focus that are identified by the organization as needing to be addressed and improved in order for it to reach its business objectives. This can include developing specific skills or competencies, expanding knowledge base, or introducing new technologies.

Training and development specialists: Professionals who specialize in designing and delivering training programs within an organization.

Development activities: Refers to the various types of activities used in training and development programs, such as lectures, simulations, team-building exercises, etc.

Development professional: A person who is responsible for designing and delivering training programs within an organization. They are knowledgeable about adult learning principles and understand how to best use different types of learning techniques and resources.

Applied Learning: Refers to the process of applying newly acquired knowledge or skills in a real-world setting. This helps employees gain practical experience and better understand how their training can be applied on the job.

Performance assessment: The process of assessing an individual’s performance against established standards or goals. This can be done through various methods such as self-assessments, peer reviews, or supervisor observations.

Organizational culture: Refers to the shared values, beliefs and attitudes within an organization. Training activities can be used to help foster a positive organizational culture that encourages collaboration and innovation.