This two day program will introduce to participants a proven methodology to diagnose and deliver a lasting behavioral change with a training intervention. This will help your organisation to diagnose and overcome any behavioral barriers to achieve your strategic objectives.
Action Plan
- How to conduct a training needs analysis.
- How to develop program objectives.
- How to factor in stakeholder concerns.
- Design the material.
- How to anticipate the audience.
- How to engage the audience.
- Develop the structure and content to train your trainers.
- Apply practical tips for training delivery.
Who Should Attend
This program is aimed at human resources teams, design teams, trainers, facilitators who are inexperienced and instructional designers who are not overly experienced in putting together a Training Needs Analysis (TNA).
Key Learning Outcomes
- Understand and uncover the training brief.
- Conduct a training needs analysis.
- Develop learning objectives.
- Design and develop the training material.
- Develop the structure and content from your learning objectives.
- Apply methodologies for delivering time effi cient training with impact.
- Engage the audience.
- Present powerful training programs.
- List approaches for conducting a job analysis.
- List the major duties, tasks and sub-tasks for an identified workplace role.
- Explain the purpose of a skills audit.
- Describe the elements which assist in the selection of TNA methods.
- Describe the relationships between job analysis, skills analysis and training needs analysis.
Training Areas and Learning Outcomes
Understand the business - job analysis before getting started
- List approaches to conduct job analysis.
- List the major duties, tasks and sub-tasks for an identified workplace role.
- Explain the purpose of a skills audit.
- Describe the elements which assist in the selection of TNA methods.
- Describe the relationships between job analysis, skills analysis and training needs analysis.
Get started
- Conduct needs assessment in a systematic manner.
- Discover the gaps between the current situation and the desired or necessary situation.
- Discovering the current situation includes determining the present state of skills, knowledge and abilities.
- Distinguish between actual needs and the perceived needs or wants.
- Practical application, interactive presentation and discussion.
Process, needs and roles
- Differentiate among learning theory, instructional theory and design plans.
- Identify the elements of the instructional design process.
- Utilise the ADDIE strategy for design.
- Define the role of the instructional designer.
- Practical application, interactive presentation and discussion.
This is a short excerpt from our Driving a behavioural change session - Change workplace behaviour styles courses article. To view the full article please visit the Preferred Training Networks website.
Posts
No comments:
Post a Comment