Competency Based Learning and Development (Penang)

Course Introduction

The business of employee learning and development has changed dramatically due to rapidly advancing technologies  in global and virtual training delivery. These changes  are putting pressure  on workplace learning professionals (WLPs) to design, develop, deliver, and evaluate training   experiences in more immediate and impactful ways.

  • HR Directors, Managers & Professionals. Line Managers  who are responsible  for Learning & Development. HR & Business  Leaders who are strategy architect.

• REVIEW L&D Professional roles and apply a minimum of 3 Adult Learning principles/techniques in the design and development of any training programme
• IDENTIFY Training Needs Analysis through structured tools and techniques
• DEVELOP Competency Based Instructional Design using DACUM Model
• ACQUIRE skills to write measurable learning objective by applying the 3 Qualifier
• EVALUATE & REPORT L&D activities in a structured way to position and become a strategy business partner
• DEVELOP L&D STRATEGY and set KPIs to drive the business forward

This is an interactive workshop designed to equip L&D Professionals with practical skills  and become a strategic partner in the growth of the organization business. Apply interactive, activity-based, experiential and accelerated learning. Participants will be fully engaged for optimal learning and maximum results

Foundations of Learning and Development
• L&D Model
• Preparing the Organization to Compete at a Higher Level
• Leading ‘Knowledge Employee’
• The Missing Link to Systematic Learning & Development
• A Definition of Competency
• Define Learning & Development Professional
• The Role of a L&D Professional
• Characteristic of a Competent L&D Professional
• Background of Adult Learning Theory
• Application of Adult Learning Theory
• Principles of Adult Learning

Training Needs Analysis Using Competency Framework
• What is Training Needs Analysis?
• Benefit of Training Needs Analysis
• Training Need Analysis Considerations
• Two (2) Vital Focus of Training Needs Analysis
• Illustrations to Internalize Training Needs Analysis
• Training Needs Analysis Process Flow Chart
• The Process of Conducting Training Needs Analysis
• Qualitative and Quantitative Methods of Data Collections

Instructional Design & Need Analysis
• The process of designing a training program using the established competency areas for instructional designers.
• Developing a needs analysis
• Creating behavioural learning objectives
• Identifying training deliverables.

Learning & Development Strategy, Evaluation & Report
• Role of L&D professional as an Evaluator
• 3 stages of Evaluation
• L&D Vision, Mission and create value proposition
• Develop L&D Strategy & KPIs.
• Using Kirkpatrick’s model as a guide to measure L&D effectiveness and assess their true impact on an organization.
• Plan the L&D Impact measurement
• Design Level One,Two & Three effectiveness tools
• behavioral modification and change to impact culture
• Reporting L&D Effectiveness
• 10 metrics that could be used to measuring the impact of training.