Managing Training and Development

Objectives
Identify the T&amp
D manager's role. Integrate operational and training policies. Appraise business and manpower situations. Establish priorities and plan training support. Develop and organise the T&amp
D function to meet its responsibilities. Develop a training budget. Evaluate learning effectiveness and derive cost-benefit justification for expenditure.

Course Content
Role and Responsibilities:
line management and training department roles
expectations of the business
developing a systematic approach to training and the key business drivers.

A Strategic Approach:
the processes involved in strategy planning
the integration of T&amp
D into operational thinking
intellectual capital
learning organisations.

Contributing to Business Success:
identifying appropriate measures for staff development
sources of information for learning needs at organisational level, group level, individual level and business priorities
links to organisational development.

T&amp
D Policy:
the content and format of a realistic staff development policy statement
issues critical to the development of an effective policy statement.

Personal Learning Plans:
the essential nature of a staff development plan and the two main conventions
scheduling training and development activities.

Ensuring Quality of the T&amp
D Function:
the goals of quality assurance
the levels at which quality is assured and the stakeholders in the process
performance indicators.

People Resources:
T&amp
D as a profession
developing trainer effectiveness
guidelines for trainer levels and delivery options
assessing and using external consultants.

The Financing of T&amp
D Policies:
budget conventions
concept of profit centres
control of the budget - political issues of ownership.

Action Plan:
participants plan and discuss what they will do on return to work.