Introduction:

Learning and development are integral components in every organization, regardless of industry, size, or business model. Through effective learning and development practices, organizations can build a workforce capable of achieving their business goals. Learning and development are broad processes designed to help employees increase their value and maintain high levels of engagement and productivity. This includes assessing human resources in terms of potential, building on those capabilities, promoting skill sets among employees, and onboarding new staff.

Investing in the learning and development of employees is a reliable way for organizations to achieve a greater return on recruitment expenses, improving overall profitability, sustainability, and performance. Employee learning and development initiatives can lead to increased employee engagement and retention, fostering an added-value culture or a learning ecosystem. This intensive practical course focuses on modern strategies and practices in learning and development, utilizing tools to enhance the efficiency and effectiveness of learning and development. It aims at achieving continuous growth, improving productivity, and better retaining employees.

Course Objectives:

By the end of the course, participants will be able to:

Categorize models of organizational learning and development based on strategic guidelines.

Design and select innovative training initiatives based on specific criteria, including cost-benefit analysis.

Develop proposed designs for learning and development frameworks to facilitate the onboarding process for managers, supervisors, and employees.

Differentiate between stagnant and effective operational workflows and manage them according to operational needs.

Use a blended approach for development and implement individual development plans for talents and their followers.

Target Audience:

Specialists in education and development, team leaders, managers, as well as human resources business partners. The course also targets those with a direct role in formulating strategies for education and development units, designing related tools, and overseeing their operational processes.

Program Content:

Training and Development Operations:

Definitions of Training, Development, and Human Resources Development.

Benefits of Training and Development.

Investment in Training.

Key Reasons for Training Course Failures.

ISD Model for Training and Development.

Needs Analysis.

Design and Delivery of Training.

Training Evaluation.

Creating a Learning and Development Strategy:

Analysis of Internal and External Environment.

Developing Learning and Development Strategies.

Behavioral Learning Requirements.

Functional Development Programs.

Administrative Development Programs.

Cost-Benefit Analysis of Training.

Selection Criteria for Learning and Development Projects.

Learning and Development Models:

Organizational Trends in Learning and Development.

Models of Impactful Learning.

Learning Models and Examples of Continuous Learning.

Timetables for Development Requirements.

Learning Frameworks and Training Lists:

Skill Development.

Competency Development.

Professional Development.

Training Lists.

Learning Methods.

Individual Development Plans:

Talent Development Programs.

Effects of Development and Succession Planning.

Outputs of Development Centers.

Individual Development Plans.

Diversification of Learning Solutions.

On-the-Job Training Methods.

Off-the-Job Training Methods.