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LEARNING AND DEVELOPMENT
ANALYST/MANAGER

CERTIFICATION

Register

OVERVIEW

ABOUT THE

COURSE

There is a significant relationship between the effective training and guidance provided by the line managers, supervisors and trainers and the levels of employee satisfaction, commitment and motivation.

Training is one of the processes by which the objective of an organization is achieved. Training is commonly used and has a wide variety of connotations depending on one’s experience and background. The learning manager of the organization needs to know how to identify the needof the training, the process of training that will be most efficient to meet the requirement.

This certification workshop helps you identify a wide range of training needs based on the paradigm of learner and creates a climate that supports effective learning. It will make you understand the values and the impacts of learning and development activities in your organization. You will become more competent in people management activities and be able to support newcomers through induction, providing formal and informal training to them.

Benefits to the 

Participants

  • Get a comprehensive, information packed courseware during the program and for back home use
  • Learn from the industry experts who have a vast experience in the area of learning and development
  • Network with other professionals with same background and interest
  • Brand yourself as a certified learning and development manager
  • Your satisfaction is guaranteed

 
Who should Attend:

  • HR professionals,
  • Managers
  • line supervisors and trainers.

  • Required Pre-reading of selected text bookchapters and case studies.
  • Pre-event assignment – To be completed before the start of the course contributing to30%.
  • Post course online quiz (60 multiple choice questions and 10 open questions, pass rate of 80%) in order to successfully achieve certification 

Learn Competency IcebergModel
•To develop competency maps and use them in training in your organization
•Understand how BARS can be used for valid competency assessment
•Conduct competency basedTNA 
•Learn Gilbert’s model for individual diagnosisfor performance consulting
•Learn 8 key aspects of gooddesign
•Learn how to calculate human capital readiness indices
– globally used to measure strategic impact of L&D
•Learn Bloom’s taxonomy oflearning
•Learn Howto calculate cost in ROI
•Learn how to creating L&D metric and get management
buy in totraining 

Competency Basics and
Competency Mapping 

•What is competency
•Competency iceberg model
•Why competencies
•Classification of competencies
•Competency measurement
•Creating competencymaps
•Quan competence framework


Competency Assessment

•Competency assessment basics
•Gilbert’s model forindividual
diagnosis
•Training needs analysis
•What are assessment centers
•Types of assessment center
techniques
•Steps in creating anassessment
center 


Training Design

•Training design steps
•Setting learning goals
•What are objectives
•Bloom’s taxonomy oflearning
•Specifying objectives
•Assess modes
•8 Key aspects of a good design
•David Kolb’s learning stylesmodel 


Recapt Reports 

•Training evaluation and follow-up
•Four levels of Kirkpatrick training
evaluation
process
•Reaction level
•Tests construction
•Action planning- level 3 assessment
•Producing the action plan
•Assessing the ROI oftraining
•Cost in calculating ROI
•Sample measures 


Management Buy In

•Perceptual ladder
• Buy in model 


Recapt Reports

•Learning Platforms
•Gamification for Learning and
Development


Course Outline


Module 1
StrategicLearning
And Development –
Principles, Processes,
AndApplications.

•Strategic L&D (SLD) – Definition &Aim
•Strategic L&D – process 70:20:10 Learning Model
•Strategic Imperative of L&D
•Success Factors of Strategic L&D
Model for Structuring the L&D Function
•Simplified Strategic L & D Framework
•Learning Organization Maturity Model
•The Enterprise Learning Framework
•Learning Business Maturity Model
•Success Factors - For The Transformation
Of Training to A Strategic Learning Solution
L&D’s Response
•Improvement Recommendations – SLP
•The ADDIE Model
•The Criteria for GoodAssessment

Module 2
Competency
Framework&
Competency based
Training Needs
Analysis (TNA)

•Competency–Definition
•Competency & HR Framework
•What Are Competencies and Why Competency?
•The Model of Competency
•Steps in Developing Competency Model
•Developing Competency Model
•CompetencyDictionary
•Elements of A GoodModel
•TNA–Objectives, Levels
•TNA- Process Steps

Module 3
Skill Audit and
Training Evaluation –
Principles
and Processes Skills 

Auditing Overview
•Origin of The Word, “Audit”
•Definition, Purpose & Outcome of Skills
Auditing
•V-I-P of SkillsAuditing
•Top 2021 Skills
•Best Practice Criteria: Skills Auditing
•Fundamentals of Skills Auditing
•Strategic Imperative of Skills Auditing
•5 C’s– The Key Benefits of a Skills Audit
Costs of Skills Audits
•Effects of Not Conducting a Valid Skills Audit
•Competence and Measuring Competence
•Techniques/Approaches to A SkillsAudit
•Evidence- Skills Auditing Process
•Training Evaluation – Kirkpatrick (4-levels) &
Phillips (5-levels)
•Levels of Learning Evaluation
•Defining Training ROI Formula
•4-PHASES of Training ROI Process
•The High Impact of Learning
Organization(HILO)

Module 4
Introduction To The New
Learning
Model – The
Transformational L&D

•Information Explosion
•Modern Technologies Changing Jobs New Ways of
Learning
•What is Wrong with Classroom Training?
•E-learning? Why? & Why Not!
•Features of Modern Workplace Learning
•L& D New Relationship with Business
•Role of Strategic Learning Advisor
•The Skills of a Strategic Learning Advisor (SLA)
•New Role ofL&D
•How we learn in the ModernWorkplace
Do we needLMS in the ModernWorkplace?
•A New Paradigm for CorporateTraining:
•Learning in the
•Flow of Work
•How to Succeed in the Future State ofL&D
•The Future of Learning and Development

Module 5
Digital Transformation in
People
Management –AI &
Automation of HRand
Learning &Development

The Future of Jobs - 4th Industrial Revolution
•What Is AI?
•History of AI
•AI in Operation
•How AI Is Transforming the Workplace
•Chabot’s in The Workplace
•Where Does AI Fit in HR?
•What Role Is AI Playing in Recruitment?
•The Business Case for AI in L&D
•Where Will the Budgets Live for AI ?
•Benefits of Artificial Intelligence (AI) Some AI
Statistics
•AI in Our Daily Work Lives
•Will AI Take Over the Work Have Done by
Humans?
•AI at The Edge of 5th Industrial Revolution the
Future of AI -An Intelligent Future
•HR Trends Will Matter Most As AI in The Work
Place

TRAINING IS PROVIDED BY ABMC INTERNATIONAL LTD

OUR TRAINING PROGRAMS ARE ACCREDITED AND SUPPORTED BY LEADING HR INSTITUTIONS LISTED BELOW

PRICING | REGISTRATION

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ABOUT ABMC INTERNATIONAL

ABMC international is the leading training and conference service provider based and registered as a legal entity in USA, UAE and East Africa. 

We are an international affiliated business intelligence company that provides your organization with Corporate Learning and Development solutions at a regional and international level by meeting your day to day competencies and skills required to stay ahead of your competition or industry. 

ABMC International is also an accredited service training provider for training provision of exams and recertification training and certification supervisor for Africa region as a representatives for Global Certification Institutes like:
• Global Academy of Finance and Management - GAFM from USA‚
• Human Resources Certification Institute - HRCI the largest and oldest HR certification Institute in the USA and Globally,
• Talent Management Institute in USA for Talent Management practitioners,
• DE Academy (Data Engineering for USA market)
and in Africa we are an accredited Training provider by:
• National Industrial Training Authority - NITA/TRN/870
• Institute of Human Resources Management -IHRM Kenya
• Rwanda Human Resources Management Organization – RHRMO Rwanda 

ABMC INTERNATIONAL
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