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
JK Michaels Institute has spent a lot of time and money researching what does and doesn’t work when it comes to universally changing human behaviour at the workplace. We have developed a tried-and-true strategy for boosting staff productivity that combines general behavioural analysis with neuro-linguistic programming. While it is true that not everyone has the same level of talent, who is to say that they cannot be taught?
What qualifications are needed for a manager of learning and development? The manager must strategically direct, coordinate, and use the vast and ongoing learning momentum of the learning and development sphere to fuel a good yield for the organisation. Otherwise, there is little benefit to having such a department on staff.
Completing this certification course will prepare you for the enormous yet fortunate opportunity of leading, planning, budgeting, and managing any organisation’s learning and development function. This course is a good fit for you, especially if your prior interests and aptitude indicate that you could do this role as a freelance training talent management consultant.
This JK Michaels Institute training programme will enable you to effectively and maturely lead your organization’s learning environments. Through this certification programme, you will acquire cutting-edge behavioural learning approaches to educate junior and aspiring managers in your department and set an example for innovative training. You will develop the skills necessary to demonstrate your coaching and mentoring abilities through several crucial encounters with your participants, coworkers, and stakeholders.
The ability to achieve specified goals. As a human resources business partner, I must recognise that a manager’s strategic people need the prerequisites for effective behaviour. For instance, in the 30-minute check-in with managers, “I need to be able to identify their strategic people needs and convey them to them to check if I identified these needs correctly.”
A target for training that is clear and measurable. For instance, “I have double-checked the top three strategic priorities of this management after every check-in with this manager.”
Training objectives are made more explicit and measurable in this way. This makes it easier to build a learning intervention that will assist these skills to get better.
There may be several learning goals for a learning intervention. Another example of a training aim could be for the HR business partner to connect each of the manager’s strategic goals to HR practices that can help the manager. These goals can all be covered in one training that will help the business partner be much more effective in their work because they are closely related.
Learning and development are also direct strategic drivers of organizational success.
In this course, the student will learn how to 1) identify training and development needs through needs assessments,
2) analyze jobs and tasks to determine training and development objectives, 3) create appropriate training
objectives, 4) design effective training and development programs using different techniques or methods,
5) implement various training and development activities, and 6) evaluate the effectiveness and the efficiency of training and development programs.
This learning and development course deals with the process of training and developing people in organisations. It covers a variety of approaches to instruction and learning and contrasts these with their practical application. It also includes studying core human resource development functions and understanding workplace competency standards. You will learn to design and conduct needs analyses and to plan, implement and evaluate training programs. You will also learn training techniques and the skills required to deliver a training program. Other topics include adult learning theory, transfer of training, career planning, counselling, training techniques, budgeting and trends in training.
The personnel in every L&D department must put forth their best efforts because the existing roles of Learning and Development (L&D) in all organisations will change in the future in accordance with the trends in best practices. They need to make learning more specialised and increase their training projects’ return on Investment (ROI). If L&D professionals want to be true business partners, they must always offer courses that promote business.
Professionals in learning and development (L&D) must constantly be on the cutting edge of self-organization and bring great passion to their work.
This course focuses on the most noticeable competencies out of the variety that will help you attain all of these. Delegates will also demonstrate their knowledge and skills in data science.
LEARNING AND DEVELOPMENT COURSE LEARNING OUTCOME:
After taking this course, you should be able to:
1. Determine how and under what circumstances training can help organizations gain a strategic advantage.
2. Conduct a needs assessment to determine whether and what training is necessary.
3. Evaluate and create conditions to ensure employees’ readiness for training.
4. Determine and discuss the strengths and weaknesses of presentation, hands-on, and group training methods.
5. Select appropriate training methods based on training objectives, trainee characteristics, and organizational constraints.
6. Design a training environment to maximize learning.
7. Choose appropriate training outcomes and evaluation design to assess training program effectiveness.
8. Understand how assessment, relationships, courses, and job experiences can be used for development.
9. Propose activities companies should engage in to manage a diverse workforce effectively.
10. Understand how to prepare employees for international job assignments.
11. Understand the employee socialization process.
12. Understand the issues employees experience in their career and personal development and what companies can do to help them deal with them.
13. The course is also designed to develop you in three functional areas:
a) a critical and self-reflective approach to personal development/learning;
b) a strategic approach to personal participation in small groups; and
c) the ability to make presentations confidently.
Align the organization’s strategic priorities with the training and development department.
Align the organization’s strategic priorities with the training and development department.
Ensure sufficient funding for L&D programmes and activities.
Effectively manage stakeholder relationships.
Achieve training proficiency in logistics.
Develop facilitating solid abilities.
JK Michaels institute also offers other products and courses, including Human Resource Management Courses|Nigeria, STRATEGIC HUMAN RESOURCE MANAGEMENT, Agile Project Management Certifications, IT SERVICE MANAGEMENT COURSES, and STRATEGIC ORGANISATIONAL DEVELOPMENT TRAINING.
You can also browse 100 online HR courses on www.onlineglobalaccademic.com
