This course will feature:
• Explanation of the main theories surrounding the development of effective HR
• The theories are then put into practice by the use of practical exercises
• Mixing theory and practice
• Practice using new techniques to transform any training activity
• Learn from practices in top companies that surpass (Best Practice)
• Gain a holistic view of the entire training function
Including two parts that complement each other :
MODULE I Human Resources Development and Personnel Management
MODULE II The Training Analyst

Organizational & Personal Impact:

• Organizations using these techniques will get more for their training spend
• It provides an efficiency audit trail
• It can provide a basis for how training is funded; punished or rewarded for its results
• Lower staff turnover and more effectiveness in selection and assessment
• More commitment from the workforce
• You will find out how to analyze and evaluate - everything
• You will be able to use the latest techniques and models that are proven
• You will be able to produce hard data on training effectiveness and individual application
• You will know how to critically evaluate current HR practices
• You will be able to introduce an effective recruitment process
• You will understand how to get people to work more effectively

After completing the course delegates will:

• Develop an understanding of human resources development and personnel management practices
• Develop awareness of the advantages of effective human resource management
• To develop an awareness of key HR and HRD strategies for improving the organizational success
• Demonstrate trends and do efficiency analysis• Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
• Measure skills, knowledge, behavior, competency, style, self-belief, attitudes, and personality

The expert will suggest ideas and theories to the delegates and then encourage them to test out the ideas by the use of:
• Discussion
• exercises
• Case studies & DVDs
• group exercisess
• examples

Module I : Human Resources Development and Personnel Management

Day 01
Introduction to HRM, HRD, and HRP
• Seminar introduction and objectives
• The context for HR
• Change management
• Human Resource Management V Personnel Management
• Human Resource Development HRD
• Human Resource Planning HRP
• Strategic HRM - the new HR Strategic Model
• Outsourcing

DAY 02
Resourcing & Recruitment
• The employment psychological contract
• Why do good people leave?
• The process approach to interviewing
• Induction, job descriptions and references
• Personality Questionnaires and forms of testing
• Methods of detecting when applicants don’t tell the truth
• The new recruitment process to avoid litigation
• The value of using assessment centres
DAY 03
Pay & Employee Reward
• Employee motivation
• Salary, bonuses & benefits
• Understanding competencies
• Competency based Assessment
• Competency and performance based pay
• Different structures - different pay and rewards
• Total pay concept
• Salary surveys

DAY 04
Training Learning & Development
• Career management
• Personal development
• Coaching
• Mentoring
• E-learning
• How flat organizational structures and empowered teams affect training and development
• Self Development
• 360-degree feedback as a development tool
Day 05
Value for money from HR
• The new HR structure
• New roles within HR
• HR Business Partners

• Value of trend analysis and HRP
• Internal and External Frameworks
• Proving ROI on HR activities
• Review

Module II : The Training Analyst

DAY 06
The Added Value Role of Today’s Training Analyst
• What value does training offer - group exercise
• The need for training to produce measurable results
• It’s vital to know who your customer is
• Establishing a training process that works and is auditable -the new schema
• Mastering training costs and budgets -group exercise
• Managing and being accountable for training expenditure
• Adding value through training activities - examples
• The role of the training analyst – presentations
DAY 07
How People Learn and Barriers To Learning
• Learning style and their impact on training courses
• How we can inexpensively measure learning style -demonstration
• Personality and its impact on training results -the big five explained
• What can training realistically achieve - case study and discussion
• Can you overcome learning difficulties?
• Critical times to get the best from training - more time in the classroom is not always the answer -
• demonstration
• Retention and its critical role in what we can remember
• Motivation factors in learning - what can we do differently?

DAY 08
Specifying and Constructing Training Properly
• What are learning outcome objectives and why do we need them?
• How to write learning outcome objectives - group exercise
• The document needed for any training course -thee critical documents
• Maximizing the use of visual aid and other aids
• How to calculate room size needed and screen size
• Sound and its part in aiding learning
• The benefit of using specific training videos - examples
• Use of “clipped” video sequences )examples(

DAY 9
Training Analysis - The Key Areas of Measurement
• Budget spent and the monitoring of costs
• Creating value from training -examples
• Understanding fully how competency frameworks work
• Setting standards for competency and measuring competency improvement
• What is performance - is it related to competency?
• Measuring improvements after training -how to do it
• Competence + performance = productivity
• Software needed to measure competence and performance - also automating TNA
DAY 10
Measuring and Reporting Training Results
• Formulas needed added value and unit costs
• Maximizing but controlling training activities
• The new leadership role of training
• Dealing with uncertainty during training
• Case studies showing training success
• Should training functions be profit centers
• What is the role of end-of-course questionnaires?
• Your actions when returning to work

CDGA attendance certificate will be issued to all attendees completing minimum of 80% of the total course duration.