Learning and Development: Tools and Strategies
In today’s dynamic work environment, employees must continuously enhance their knowledge, skills, and abilities to stay effective and motivated.
- Course fee
- Contact us
- Duration
- 3 days
- Group rate
- Ask an advisor
Course overview
In today’s dynamic work environment, employees must continuously enhance their knowledge, skills, and abilities to stay effective and motivated. This places increasing pressure on learning and development (L&D) teams to deliver impactful training that aligns with strategic goals, performance needs, and emerging global trends. This course is designed to simplify the complexities of the L&D process and equip participants with practical tools and frameworks for designing and implementing comprehensive learning solutions.
Training methodology
As an advanced program, the course focuses on workshops and reflective sessions, providing participants with hands-on experience. The aim is to equip attendees with new concepts and practical tools that they can immediately apply to enhance their L&D strategies and processes.
Target competencies
- Formulating concepts and strategies
- Relating and networking
- Presenting and communicating information
- Applying expertise and technology
- Planning and organizing
- Training and development
Course objectives
By the end of the course, participants will be able to:
- Classify organizational learning and development maturity models based on strategic directives
- Design and select external training interventions using criteria like cost-benefit analysis
- Create simple and effective learning frameworks to streamline the nomination process for line managers and employees
- Distinguish between static and dynamic workflows and manage them according to operational needs
- Implement a blended learning approach to develop individual growth plans for high-potential employees and successors
Course outline
- Internal and external environment analysis
- Crafting learning and development strategies
- Behavioral and functional learning requirements
- Managerial development programs
- Budgeting for training
- Cost-benefit analysis of training programs
- Criteria for selecting L&D projects
- Trends in organizational learning and development
- High-impact learning maturity models
- Incidental learning and operational excellence
- Performance improvement and capability building
- Learning paradigms and continuous development models
- Timelines for skill and competency development
- Push vs. pull approaches in learning
- Developing user-friendly learning frameworks
- Proficiency, competency, and career development frameworks
- Building and communicating training menus
- Structuring a clear learning architecture
- Static and dynamic workflow processes
- The role of toolkits in L&D
- Designing, sharing, and automating toolkits
- Implementing retention policies for learning materials
- Talent development and succession planning
- Interpreting outcomes from development centers
- Structuring individual development plans
- Using competency language effectively
- Diversifying learning solutions through on-the-job and off-the-job training methods
- Incorporating education assistance programs
Morning and evening classes are available. CompuBase Training Center, Abu Dhabi.
