Current Trends in Managing the Training Function and Corporate Governance
This programme provides contemporary tools for developing time-saving strategies, tactics, and a host of job aids to get the best result from the corporate learning function for workplace training managers who face unique challenges in accomplishing their responsibilities.
Several strategies, tactics and practical guides are reviewed to help organise the roles and responsibilities of organisational training function. Modules within this specialist programme include staff management, communicating expectations, setting the learning agenda, coaching subject matter experts, hiring consultants and vendors, managing content, working with e-learning portals, setting up and managing a learning resource centres, marketing and building internal support for training, and integrating learning into organisational goals.
The programme helps participants to assess, clarify, and develop key activities of the training function into best practices to move the function to the next level within their organisation. It also helps to identify the desired versus existing training practices and show in a very practical manner, the best ways to prioritise them for organisational productivity.
- Become able to undertake training function audit; including clarifying which roles and responsibilities apply to the key areas of current functions, benchmarking major activities performed by training managers and generate a balance score card for the training function as well as identifying performance gaps, targets, and how to use the training function audit to improve training operation.
- Able to use duties and responsibilities of the training function to develop priorities consistent with organisational plans; including linking assessments to vision, mission, and business plans, developing a training department “mission statement” that is consistent plans, able to anticipate future needs and use short–term and long–term planning tools, and prepare, monitor, and modify training budgets that ensure legal, ethical, and regulatory compliance.
- Become aware of relationship between performance consulting approach and managing a training function; including developing support for the training function and building partnership between managers/supervisors and the training function.
- Able to use project management skills for training management; including being able to use the eight– step consulting process to initiate a project by assessing the need to create a project team and gain authorisation, then plan and execute training projects with appropriate control and closing tools.
- Able to identify essential elements of training proposals; including how to hire a consultant or external trainer and how to manage a training staff, and use competencies to supervise, coach, and develop trainers and course designers, how to develop successful strategies for marketing training internally; including developing partnership with supervisors and managers to avoid “no shows” at training events, and smoothly plan, administer and manage training events, as well as able to set up off–site training events, and set up and run a corporate resource centres.
Rate per person
Who should attend
This programme is recommended for top management staff involved with managing the training function, especially those responsible for human capacity review, assessment and development within the public and private sector organisations.