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Tasks:
- analysis and planning of personnel training and development;
- ensuring the process of training and development of personnel;
- implementation of the process of training and development of personnel;
- assessment of the personnel training and development system;
- management of the personnel training and development system.
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Tools:
- mini lectures;
- demonstrations;
- interactive learning;
- video analysis;
- unique "training within training" style;
- feedback in training.
- teaching aids.
Results:
Knowledge and skills necessary to improve the effectiveness of training and development of personnel in the company.
Training program
- The staff training and development system.
- The concept of competence, personnel competence.
- A systematic approach to assessment, training and development of personnel in a company according to competencies to achieve business goals and meet professional standards.
- ISO 9000 quality standards for teaching
- Types of training and development planning.
- Identification of needs and goals for training and development of personnel.
- Formation of proposals and setting goals for training and development of personnel.
- Collect and analyze applications for training and development.
- Resource planning for the process of personnel training and development.
- Organization of the business process of personnel assessment, training and development.
- Development and updating of regulatory, organizational and methodological support for the process of training and development of personnel.
- Develop and update training programs and staff development plans.
- Building a competency-based learning system.
- Define competencies and behavioral indicators.
- Competency assessment scale.
- Technology for the formation of a thematic module on competencies.
- Development modular program learning.
- How to calculate the optimal training duration.
- Training budgeting. Types of expenses.
- How to optimize training costs.
- Preparing for corporate training.
- Tools for assessing the level of development of competencies before training.
- 7 methods of staff training in the company. When to use which method.
- Technology for involving personnel in the learning process and development.
- Requirements for learning materials.
- Preparing the training venue and participants for the training.
- Introduction of the skills acquired at the training into practical life. Development of personnel in the workplace.
- Personnel development methods in the workplace.
- Personnel development tools in the workplace.
- Development action matrix.
- Building work with HR leaders.
- Sequence of using different methods depending on the maturity of the employee.
- 5 steps for effective mentoring
- 2 steps of positive feedback and 5 steps of constructive feedback.
- How to involve managers in the competency development process.
- Rating efficiency staff training and development.
- Analysis of the requirements of legislative and regulatory documents to the level of personnel qualification.
- Auditing the level of qualification of personnel for the purposes of training and development of personnel.
- Calculate the cost-effectiveness of training (ROI, return on management expectations ROE).
- Assessing learning and development outcomes. Models of Kirkpatrick, Bloom, Philips, 3E.
- Assessment of satisfaction with the training by the participants of the training.
- Assessment of the increase in knowledge based on the results of professionaltests.
- Assess skills with the Center self-development.
- Training reporting requirements.
- Management of the structural unit for personnel training and development.
- Strategic and operational-tactical management of personnel training and development.
- Typology of corporate training centers. Structure of the Corporate University. Distribution of responsibility of employees of the corporate University.
- Teaching standards
- How curriculum is developed and communicated.
- Enterprise knowledge management. Prerequisites, errors, processes, technologies.
- How to register a corporate University. Obtaining accreditation.
- Regulations on training in the company.
- Regulations on the personnel reserve.
- Financial accounting and budgeting of corporate training and activities of the corporate University.
- Legal framework for learning and development activities.
- Knowledge management system in the company.
- The role of a business coach in identifying talent and staff rotation. Delegation of tasks and powers.
