How to Manage the Training Function

Two-day Workshop

Some days it’s just overwhelming. Between educating the rest of the organization about what training CAN and CANNOT do, building the expertise of your staff and/or SMEs, and tracking performance indicators, managing a training function can be like juggling greased pigs: big AND slippery!

Spin no more! With the right tools and techniques in place you will experience a sense of control and be in a better place to align your efforts to the goals of the organization.

  • Anticipate changing training needs
  • Learn how to use a comprehensive department systems audit to assess how your function is operating in ten key areas.
  • Develop an internal consulting approach to your role as manager.
  • Examine when and how to use 9 types of assessment tools to diagnose performance problems and identify training needs.
  • Apply a nine-part plan to build alliances and work successfully with line managers and employees.
  • Identify essential elements of a performance improvement plan.
  • Determine what to include in a client service agreement to address performance issues.

After this workshop you will have a practical and useful road map of what needs to be done to accelerate performance while delivering economic benefits.


Workshop Content:

  • Introductions
  • Review workshop content and objectives
  • Set personal objectives for this session

Unit 1: Manage a Training Function

  • Stay up to date- trends in training
  • Identify key training and development roles
  • Define and create your vision, mission and training function priorities
  • Learn tips on keeping your sanity as a staff of one
  • Conduct a training department systems audit
  • Manage and develop the training staff

Unit 2: Internal Consulting Skills

  • Determine where are you in the life cycle of a training department
  • Compare traditional training and performance consulting approaches
  • Use a continuum of internal consulting roles
  • Analyze your role in the organization
  • Identify who are your clients
  • Use an eight-step consulting process
  • Differentiate between a trainer vs. consultant vs. change agent

Unit 3: Diagnosing Problems

  • Examine the manager’s role in using nine training department audit tools
  • Determine if training Is the answer
  • Make vague training needs specific
  • Identify survey assessment issues
  • Using surveys: Sort out training needs vs. wants
  • Use training design tools to diagnose problems

Unit 4: Developing a Plan

  • Learn the ten components of a performance improvement plan
  • Decide whether to use existing materials or create new ones
  • Review a performance improvement plan example
  • Identify criteria for reviewing training proposals
  • Use a tool to compare training delivery methods
  • Determine how you will contract with your client

Unit 5: Build a Partnership with Management and Learners

  • Check your influencing style
  • Be more responsive to the organization
  • Apply strategies to market your programs effectively
  • Develop three-way partnerships

Unit 6: Managing the Budget

  • Cost justify training
  • Create a training cost framework
  • Conduct a cost-benefit analysis
  • Find performance indicators to demonstrate training’s benefit
  • Apply tools to a summary case study

Click HERE for a no cost proposal.