Learning And Development

About the Workshop

Enable participants to apply the International Standards Best Practices training needs in order to deliver and evaluate training efforts and quality.

Learning Objectives

By the end of this module, participants will be able to:

• Understand and apply the tools proposed by the International Standards over the input, process and output of the ADDIE model (internal and external trainings).

Topics Covered

1. Introduction

a. Overview on: Organizational learning, Learning, training and development,

knowledge retention, concept and characteristics of Adult Learning and the role a

strategic HR plays in L&D.

2. Risk Identification and Evaluation

a. How do you go about Assessing, Designing, Developing, Implementing and Evaluating

training and development?

b. How do you select external training providers?

c. If possible, for the Learning and Development Manager to present a process overview

to the participants

d. Exercise: participants will:

i. Identify the risks inherent to this process

ii. Evaluate the impact of those risks if they were not properly managed

iii. Prioritizing risks and agreeing on the priority risks to be controlled

e. Have you recently had any training program that missed its set learning objectives?

f. Exercise: participants will calculate the cost of this missed training opportunity.

3. Risk Mitigation

a. Exercise: Participants will have to recommend some controls over the identified

priority risks.

b. Overview on the ADDIE model with the outcome expected at each phase.

c. Introduce the ADDIE model tools and techniques as risk mitigation tools and

techniques over the existing ADDIE practices.

d. Analysis Identify the why of the training (Organizational, Departmental or functional

and Individual levels TNA).

i. Exercise: conducting a 3-level training needs analysis using the actual

needs.

e. Design identifying and describing with action verbs the expected proficiency level out

of the program including indicators according to Bloom’s Taxonomy. To be used as

target for evaluating internal trainings and as requirements to be communicated for

external trainings.

i. Exercise: participants will work in teams; each team will choose a level and

topic over the identified needs, writing training requirements and

specifications set training objectives and use appropriate verbs to describe

the desired outcome and objectives.

f. Development overview on several development practices and activities for

developing internal trainings and for selecting external validation criteria and

elements.

i. Exercise: Given the above design, 2 or 3 methods will be developed by

teams for the related design.

g. Implement: Pilot and implement the developed training.

i. Exercise: each developed design will be piloted with the remaining

audience.

ii. Important Notice: Feedback will focus on the application of the method

rather than on the presentation skills given the scope and timing of this

module.

h. Evaluate overview on the Kirkpatrick’s model with focus on activities and techniques

for evaluating level 3 (Measures a change in behaviour) and level 4 (Measures

organizational results).

i. Exercise: teams will be developing the tools for evaluating level 3 and then

for evaluating level 4 for the trainings which they have developed and

implemented.

i. Process Review: have a retrospective on the efficiency (efforts) and effectiveness

(results) of the training delivered from assessment to evaluation so participants.

i. Exercise: each team will review their respective trainings and will conclude

lessons learnt and improvements on their methods and styles.

4. Summary and Conclusion

a. Link the learning and outcome of this module to the International Career

Management and Succession Planning processes.

b. Team Assignment: each team will be applying the controls over the ADDIE model to

selected actual needs.

Duration: 4 hours