Learning and development course at JK Michaels equip participant with the skills and tools to drive human performance improvement within organizations.This course deals with the process of training and developing people in organisations.

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Learning and development course at JK Michaels equip participants with the skills and tools to drive human performance improvement within organizations. This course deals with the process of training and developing people in organisations.

It is clear empirically that efficient and effective management of an organization’s human capital is the primary source of its competitiveness and sustainability. Furthermore, the dynamic and largely uncontrollable nature of global, political, social, economic, technological, and organizational forces requires the ongoing strategic development of the skillset of an organization’s employees for its very survival. Therefore, focused, outcomes-driven training and personal development are critically related to the traditional major goals of HRM: to acquire, develop and maintain an organization’s human capital.Read More


Course Benefits


Personal Impact

  • Learning and Development Helps Facilitate Great Innovation
  • Learning and Development Helps Maintain Skill and Knowledge
  • It increases job satisfaction and morale
  • It increases efficiencies in processes, resulting in financial gain
  • It increases the capacity to adopt new technologies and methods
  • It increases innovation in strategies and products

Organizational Impact

  • Learning and Development Reinforces Organisational Culture
  • Learning and Development Reinforces Business Values
  • Learning and Development Helps Companies Keep Pace With Changes in the Industry
  • Training and Development Create Scope for Internal Promotions

Course Outlines

  • Analysis of training needs
  • Development, administration and assessment of programs
  • Introduction to adult learning theories and practices
  • Preparation of learning objectives and entry standards
  • Characteristics of alternate training methods and media
    pros and cons of commercial packages and in-house design
  • Evaluation of program effectiveness
  • Career planning, counselling theory and techniques
  • Budgeting, planning, scheduling and coordinating
  • Monitoring, controlling, and following up on the learning

Course Schedules

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Training Options

Classroom Trainings


  • Interactive,excitingly serious action oriented learning methodology
  • Classroom training by top instructors and practitioners

Live Online Virtual Training


  • 90 days of flexible access to online classes
  • Live, online classroom training by top instructors and practitioners

Corporate Trainings

Customized to your team learning needs and organizational goals

  • Customized learning delivery model (digital material and/or instructor-led)
  • Flexible pricing options
  • Enterprise grade Learning Management System (LMS)
  • Enterprise dashboards for individuals and teams
  • 24×7 learner assistance and support



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Examination and Certification

Who should attend

  • Human Resources (HR)
  • Learning and Development (L&D
  • Training and Development
  • Organisational Development (OD)
  • Talent Management and Succession Planning

  • Exam Type: Closed book, Multiple choice, multiple responses, matching, hotspot, etc.
  • No Of Questions: 180 questions per paper, 175 scored
  • Exam duration: 230 Minutes
  • Result: The passing score is determined through psychometric analysis


Most frequent questions and answers

Promote learning and development initiatives through line management in the first instance and make professional development a visible component of the performance management process.

If you have the means at your disposal, also consider using the organisation's intranet to promote learning and development by:

Having a dedicated learning and development portal
Publicising the successes and achievements of staff members in the area of learning and development. For organisations without such systems, an office notice board, or even a rewards scheme for those employees who achieved the highest results in a training course are good initiatives to boost staff buy-in.

Make sure training needs analyses are undertaken. These analyses should include

  • Analysis of position descriptions and person specifications
  • Consideration of the alignment of learning and development initiatives with the organisation's strategic and operational objectives
  • Evaluation of learning and development activities to ensure transfer of learning back into the workplace
  • Asking staff for feedback regarding training needs.

Ideally, learning and development should be seen as a continuous activity that is fundamental to achieving the continual improvement of individuals and organisations. On a practical level, however, the need to train and develop employees is usually triggered by one of the following scenarios:

Employees are new to the organisation and require induction and socialisation. This is sometimes referred to as the "on-boarding process" whereby new recruits become familiar with the organisation's cultural norms, expectations, rules and procedures.
Employees changing job roles (e.g. promotions, transfers or secondments) require different skills, knowledge and abilities to carry out the new job-related tasks.
A change in organisational strategy dictates the need for new training and development initiatives to align staff skills, knowledge and experience with business goals.
As a result of changes to the workforce makeup such as changing demographics and workforce composition and recruitment initiatives which may have long term effects on learning and development needs.

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