HOW TO MANAGE THE
TRAINING FUNCTION
A TWO-DAY PUBLIC WORKSHOP
Monday and Tuesday, October 15-16, 2012
(click on the date above to register on-line)
Hotel Huntington Beach
7667 Center Avenue, Huntington Beach, CA 92647
9 AM - 5 PM each day; registration opens at 8:30 AM each morning
If you are the head of a training department or unit, a one-person 'training department," or your career path is pointing in that direction, these active learning days are for you.
Advance Registration Now Open!
Register early and save!
The Hotel Huntington Beach has arranged special room rates for The Training Clinic attendees. To get these savings, please call 714 908-5184 and tell reservations that you are calling to take advantage of the special Training Clinic room rate.
WHAT YOU'LL LEARN:
At the end of these involving two days of training, you will be able to:
- Learn how to position your training function so it aligns to the needs of the business.
- Conduct a training department systems audit.
- Learn how to set goals and objectives for a training function to achieve your vision and department mission.
- Use an 8-step internal consulting approach to managing the training function.
- Identify the training manager's role in assessing needs.
- How to track expenses and get results within a budget are shared.
- Organizational and staffing strategies are developed along with how to coach and develop instructors and subject matter experts.
- Learn to use trend analysis to demonstrate effectiveness.
WORKSHOP CONTENT
- Review workshop content and objectives
- Inventory your design skills
- Set personal objectives for this session
Unit 1: 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
Unit 2: 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 your clients are
- Apply an eight-step consulting process
- Differentiate between a trainer vs. consultant vs. change agent
Unit 3: Diagnosing Problems
- Identify special assessment issues
- Examine the manager's role in using eight training department audit tools
- Determine if training is the answer
- Make vague training needs specific
- Sort out training needs vs. wants
- Use training design tools to diagnose problems
Unit 4: Developing a Plan
- Reviewing training proposals
- 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
Unit 5: Build a Partnership with Management and Learners
- Check your influencing style
- Build credibility with line managers
- Be more responsive to the organization
- Increase your leverage with others
- Apply strategies to market your programs effectively
- Develop three-way partnerships
Unit 6: Managing the Budget
- Cost justify training
- How to create a training cost framework
- Conduct a cost-benefit analysis
- Find performance indicators to demonstrate training's benefit
- Summary case study
Training Manager's Tool Kit
Each participant receives a Training Manager's Tool Kit containing a Training Department Benchmarking Tool, 100-point Classroom Instructor Skills Inventory, and a Performance Improvement Plan template.
Workshop Objectives
By the end of the workshop, the participant will be able to:
- Consider possible vision, mission and function priorities statements
- Determine how to use department systems audit tools to benchmark their function
- Describe and use eight steps in the consulting process
- Practice ways to anticipate the changing training needs in their 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
- Contract for results, not just training activities
- Define essential elements of a performance improvement plan
- Identify techniques to market their training function
- Keep up to date with new training trends
- Evaluation how to supervise and develop a straining staff using a 100-compentency tool
- Use a budget framework to track training expenses
- Complete a cost-benefit analysis to demonstrate training's effectiveness
- Craft an action plan to get results
What Past Participants Say:
"Very usable and well-developed."
"Great handouts - very useful!"
"This workshop was extremely timely and has provided me with a wealth
of information and techniques which I can use daily."
"A most valuable experience."
"Your audio-visual aids were great, as was the whole presentation."
CEUs:
"A most valuable experience."
"Your audio-visual aids were great, as was the whole presentation."
CEUs:
This workshop qualifies for 1.3 of continuing education units.
Click to register for this Huntington Beach, CA. workshop