Most would agree that training is an integral part of developing high performance executives. But how much of all the time, effort and cost invested – both from trainee and organisation – comes back in improved performance and profitability?
Packed with checklists, self-help questions, summaries, well-constructed diagrams and charts to highlight key learning points the updated Training Manager’s Desktop Guide is the ideal companion for any executive responsible for the training function.
It takes you through the full process of how to define and develop a mission statement, key result areas and a coherent training strategy for your training department. It delves into the fundamentals of the Training Needs Analysis and managing your training needs and importantly your training budget!
In short, this Desktop Guide is a constant source of guidance and helpful advice for all responsible for the training function.
- Abundant checklists, self-help questions, summaries and well constructed diagrams and charts enabling you to benchmark your training plans
- An easy to use reference format
- The distilled knowledge of an expert training professional within arms reach
- Plenty of space provided for your additional notes and observations for future reference
1 The training management function
- What are the essential functions of training management?
- Key management functions
- Develop your training management skills
- ACTION PLANNING CHECKLIST
2 The training function and organizational strategy
- Mission and key areas
- Identifying the Key Result Areas
- Establishing personal objectives
- What are your key activities?
- Performance standards and objectives
3 Training and the wider environment
- Why do we train?
- Stage one – Where are we now?
- An overview of the change process
- Analyze your development
- Ideas to develop awareness
- Stage two – where would we like to be?
- Picture the desired future
- Stage three – how do we get there
- What can we do next
4 Training Needs Analysis
- A systematic approach to training
- Assessment of training needs
- A model for action
- Organizing and planning the training needs study
- Design and implementation of the survey
- Training needs survey – analysis and report
- Discuss the training needs survey and report with senior management
5 Designing effective training – an overview
- What is design?
- Ten steps to effective training
6 Planning to meet your needs
- What is a plan?
- So how do I produce a training project plan?
- Work breakdown structure
- Gantt charts (Bar charts)
- Network analysis diagram
- How can I shorten the time it will take to complete the training project?
- Identifying and communicating responsibility
7 Managing training budgets
- Maintaining control and cost information
- What are the benefits
- Draw up a costing matrix
- Profiling the cash flow
- Producing a cash flow curve
- Budget reports – a management tool
8 Choosing the right learning opportunity
- What is learning?
- What’s your experience
- What’s your learning style?
- Identifying and improving your learning style
- Learning and development opportunities
9 Selecting the right trainer for your training department
- Bias and distortion in selection interviews
- How to overcome the problems
- Set yourself up for success
- Setting competency criteria
- Putting it all together
- A planned approach to selection interviews
- Making your choice
10 Preparing your material
- How do I decide what to teach?
- What’s the purpose of the training session?
- Why are you giving the training?
- Who are your audience
- Where are you running the event?
- What are you going to talk about?
- When will the training take place?
- How are you going to structure the talk?
- Writing and using your brief
11 Writing training materials
- Written communication
- How to write effective training materials
- Vary your training methods and media
- Training methods and media review sheet
- Bench test your material
12 Delivering a training session – How to make an effective presentation
- Let’s identify the key components
13 Developing training skills
- What’s going on in a discussion?
- Conducting the discussion
14 On-the-job training
- Choosing a development style
- On-the-job training
- Plan your session
- Put learning into practise
15 Coaching skills for training managers
- What is coaching?
- Defining coaching
- The coaching model
- The coaching discussion
- Suspend judgement
16 Choosing and managing training consultants
- What is a training consultant?
- Recruiting the training consultant
- Managing the relationship
- When the consultant has finished
17 How do I evaluate the effectiveness of training
- Setting the trainees up for sucess
- Levels of evaluation
- Calculating ROI
18 Continuous professional development
- What are the benefits of continued development for developers?
- Competencies required by trainers and developers
Eddie Davies, MA, Chartered Fellow CIPD,
Management Development Consultant is a human resource development
specialist with over 25 years experience gained with national
organisations as a manager, trainer, consultant and coach. He moved into
training and development following 12 years experience with the
Manpower Services Commission.
He established his own consultancy in 1989 working both with his own
clients and as an Associate with leading consultancies. He has provided
training and development solutions for clients in industry and commerce,
the health service, local and central government, university business
schools, executive agencies, public utilities and national charities.
Eddie is a member of the British Association for Counselling, he is
an Accredited Psychometric Test Provider and a Member of the Select
Consultants Register of the Institute of Personnel Management.