Certified Learning & Development Manager (CLDM) workshop:

Middle Earth HR
In Chennai

Rs 21,094
You can also call the Study Centre
95505... More
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Important information

  • Training
  • Intermediate
  • Chennai
  • 16 hours of class
  • Duration:
    2 Days
  • When:
    Flexible
Description

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 need of the training, the process of training that will be most efficient to meet the requirement.

Important information
Venues

Where and when

Starts Location Timetable
Flexible
Chennai
Tamil Nadu, India
See map
9 am to 6 pm two days Saturday and Sunday

Frequent Asked Questions

· Who is it intended for?

Who should attend? HR professionals, managers line supervisors and trainers •HR Generalists in Organizations

· What marks this course apart?

By attending this workshop you’ll learn: Learn Competency Iceberg Model To develop competency maps and use them in training in your organization Understand how BARS can be used for valid competency assessment Conduct competency based TNA Learn Gilbert’s model for individual diagnosis for performance consulting Learn 8 key aspects of good design Learn how to calculate human capital readiness indices – globally used to measure strategic impact of L&D Learn Bloom’s taxonomy of learning Learn How to calculate cost in ROI Learn how to creating L&D metric and get management buy in to training •Implement the HR aspect of the balanced score card •Understand the relationship that critical outcomes of an organization has with different lag and lead indicators •Identify and use the different lead indicators in their organization •Learn how to report using an HR dashboard •Learn how to apply trend analysis and predictive analytics tool like regression and correlation on the gathered data

· What happens after requesting information?

you will receive follow up call and email

What you'll learn on the course

By attending this workshop you’ll learn: • Understand the process of creating and using HR Analytics • Support and design HR metrics and HR strategy Maps for strategic outcomes • Use correlation
Regression and advanced business analytics to drive business outcomes. • Use metrics and quantify key outcomes in recruitment
L&D
Compensation and performance management. • Build value for HR departments by showing links between HR and Business outcomes

Teachers and trainers (1)

K.Venkatraman ---
K.Venkatraman ---
Trainer

Major qualifications and Certifications: Bachelors Degree in Mechanical Engineering ( University Topper) PG diploma in Industrial Engineering – NITIE Bombay Summary ( a brief pen picture in 10 lines): Venkat is a creative thinker and management consultant. He has introduced several new techniques and concepts in the area of quantitative problem solving and creative thinking through continuous research of the testing methodologies. Venkat has conducted many successful seminars and training sessions for the students and the corporate executives.

Course programme

Module 1: Competency Basics and Competency Mapping

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

Module 2: Competency Assessment

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

Module 3: Training Design

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

Module 4: Training Evaluation and ROI

  • 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 of training
  • Cost in calculating ROI
  • Sample measures

Module 5: Management Buy In

  • Perceptual ladder
  • Buy in model

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