Strategic Learning & Development

About This Class

This training programme is an intermediate-advanced level skills development offering. The masterclass effectively blends the theory and practice of strategic learning and development (L&D), L&D scorecard and – metrics with practical application tools and techniques.

At the conclusion of this masterclass, learners will be capacitated to effectively transform training to a strategic learning partner and provider of business-valued learning solutions.

Local Fee

R 12,999

International Fee

$ 900

This 3-day training programme is specifically designed for:

▪ Heads – Learning & Development / L&D Managers, Training Officers / Managers / Practitioners

▪ HR Managers

▪ HR Professionals

▪ Skills Development Facilitators

▪ Training Co-ordinators and Administrators

▪ HR generalists and specialists

▪ Supervisors and Line / Senior Managers

▪ and any staff member tasked with the training and development responsibility

DAY 1 & 2

The Fundamentals of Strategic Learning and Development

Specific Outcomes:

• Defining strategic Learning and Development (L&D)
• The strategic L&D process
• Applying the 70-20-10 model of learning
• The strategic imperative of L&D
• Developing a conceptual, strategic L&D model/framework
• Understanding and applying strategic principles to the ADDIE training process/cycle
• Identifying the 10 characteristics/factors of strategic L&D
• Global research of the strategic impact and value of L&D
– Maturity
– Readiness
– Capability Gap Index
• Critical success factors for the transformation of training and development
• Case studies:
#1: Learning and Development Strategy (Portakabin)
#2: The Strategic Learning Cycle: A Case Study (Chubb)
• Cultivating and diagnosing a High Impact Learning Organization (HILO) culture

Competency-Based Training Needs Analysis and Skills Auditing

Specific Outcomes:

• Performing a Competency-based Training Needs Analysis – tools and process
• Case study #3: TNA at Maritime Palms Hotel
• Applying the 3-step skills auditing process:
– Determine skills requirements
– Audit actual skills
– Determine development needs and plan for training/ restructuring
• Case study #4: Public Health Bolton Skills Audit
• Re-positioning L&D into a strategic learning partner

DAY 3

Crafting a L&D Scorecard and Applying L&D Metrics

Specific Outcomes:

• Crafting a L&D Scorecard
• Applying Strategy Mapping
• Defining training ROI and outlining the importance of assessment and evaluation practices
• Diagnosis of current training ROI processes
• Learning and Development metrics
– Activity
– Results
– Efficiency
• Applying Kirkpatrick’s 4 levels of training evaluation
– Level 1: Reaction
– Level 2: Learning
– Level 3: Behaviour
– Level 4: Results/impact
• Developing and implementing the 4-phased, training ROI process
– Phase 1: Preparatory
– Phase 2: Initiation
– Phase 3: Analysis
– Phase 4: Consolidatory
• Communicating the results in a ROI report
• Implementing the 6-step L&D metrics and analytics process
• Case study #5: Training ROI at Canadian Valve Company

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