The Best Practices for Training Coordinators

Training is an expensive but potentially powerful tool for personal and organisational development. Training Coordinators can play a vital role in getting best value from training by ensuring that the right person goes on the right course for the right reason at the right time. This seminar will give you tools, tips and techniques to:

1. Ensure that the training has an impact on the bottom line of the business
2. Gain a good knowledge of the business and its changing needs
3. Gain a good understanding of how, why, where and when people learn best
4. Develop a range of skills from consultancy to course design and evaluation
5. Develop your role to make it even more fulfilling and really to make a difference through value-added activities.

OBJECTIVES:

By the end of the seminar, Participants will be able to:

1. Specify how Training & Development can contribute to the business
2. Recommend improvements to the way Training & Development is positioned in their organizations
3. Describe how modern views of the role of a Training Coordinator should apply to them in their situation
4. Apply a modern, 6-stage Learning & Training Cycle to their work
5. Demonstrate in-depth personal learning and new skills about at least two stages of the 6-stage Learning & Training Cycle (e.g. in methods for identifying training needs, or for evaluation)
6. Take away for implementation in their organization – with a high probability of success – at least three substantial ideas to develop the role of the Training Coordinator (e.g. through improved alignment with the business, better marketing of services, consultancy about needs, enhanced professionalism etc).

INDIVIDUAL BENEFITS:

• More certain of their role and how to improve its contribution to the business
• More confident about their understanding and skills in the whole field of Training & Development
• More ready to institute necessary changes and improvements in their work.

WHO SHOULD ATTEND?

• Those who work as Training Coordinators – liaising with line managers about training needs, organizing training events, and selecting courses and trainers
• Those working in Training & Development – including full-time trainers and also those in a line role with responsibilities for training people – who wish to enhance their knowledge and understanding of what is involved in the role of a Training Coordinator
• Managers in Personnel/HR and Training & Development functions who wish to assess modern approaches to the role of a Training Coordinator – perhaps with a view to improving how their Training Coordinators are managed.

PROGRAM TOPICS

The Contribution of Training & Development to the Business:

• Understanding and analyzing organizations, and factors impacting on them
• Aligning Training & Development, HR and business strategies
• Positioning Training & Development strategically
• Seeking correlations between Training & Development activities and organizational success

The Role of the Training Coordinator – Modern Approaches:

• Moving from tactical administrator to strategic agent of change
• Maintaining professional standards
• Understanding the business
• Taking account of individuals’ preferred learning styles
• Marketing, consultancy and networking

The 6-stage Learning & Training Cycle – Part 1:

• Appreciating the relationship between training and learning
• Identifying learning and training needs
• Determining learning objectives
• Determining appropriate learning activities and training methods
• Practicing training course design and writing training objectives

The 6-stage Learning & Training Cycle – Part 2:

• Selecting the trainer and type of training
• Assessing trainer qualities and styles
• Validating the learning activity or training method
• Evaluating learning from training and other activities
• Harnessing learning and seeking bottom-line effects

Developing the Role of the Training Coordinator – Practical Actions:

• Small group presentations about new skills, understanding, insights etc in relation to their chosen topics
• Individual action planning, with peer review and support – including particular support from the Seminar Leader for each Participant to take forward three substantial ideas to develop the role of the Training Coordinator
• Summary review of tips, traps and techniques
• Final Q & A session/surgery