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Complete Certificate Program Descriptions
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| Take a consulting approach to coordinate and administer training more efficiently and effectively. In this unique three-day certificate, learn how to develop a training plan, be active--not reactive--, and maintain management support for training. This certificate explores how to hire consultants, coach and develop subject matter experts as trainers, set up a resource center, market and administer a registration system, and schedule training (along with facilities and materials coordination). Learn skills to help you better: ■ Clarify your role in your organization. ■ Transition to an internal consulting approach and partner with internal customers. ■ Diagnose problems within your organization and put together a proactive plan to address them. ■ Identify what good training looks like so you can be a wise consumer of training products and services. ■ More easily develop and maintain training resources. ■ Manage training enrollment, record keeping, and follow-up. ■ Create effective training schedules and administer facilities arrangements. Participants are encouraged to bring laptop computers to complete the out of class assignment of approximately 30 minutes in length. CERTIFICATE CONTENT:
After completing an opening activity, you will identify personal objectives and share them in the large group. Expectations are clarified and set for the certificate.. Unit 1: Training Coordinator's Role in the Organization
You will assess yourself against training coordinator competencies and clarify your roles, responsibilities and job description. Unit 2: Transition to an Internal Consulting Approach
A consulting approach is offered as a way to maintain a healthy life cycle for a training department. Essential tactics for developing partnerships with managers and learners are explored and assessed. Participants identify criteria for identifying a true client through analysis of a case study. Differences between traditional training and consulting approaches are identified through a comparison activity. Following completion of an inventory, participants identify what internal consulting roles they tend to play and which roles they may be neglecting. A case study is used to clarify the range of roles and criteria for selecting the most appropriate role in a given situation. Key internal consulting skills are assessed by participants using a gap analysis. The eight-step consulting process is reviewed in a participative lecture. You will begin to apply the process to a case study. Unit 3: Diagnose Problems and Put a Plan Together
You will examine formal and informal tools to help diagnose problems through examples, exercises and case studies. Following an interactive discussion around assessment issues, you will practice interpreting assessment data given in a case study. They then learn to craft learning objectives to meet the business needs surfaced during the assessment and practice writing objectives for an upcoming session of your own. You will explore the differences between a performance improvement plan and a training proposal through interactive discussion, identification of key criteria and examination of examples. Techniques for successfully presenting the plan in a feedback meeting are identified through discussion and small group activity. Essential tactics for building rapport with managers are reviewed with examples and tips as support. A tool to help coordinators compare methods of delivery follows examples of ways to monitor a budget using training cost frameworks and cost benefit analysis. You will identify how to apply four levels of evaluation to a case study. Unit 4: Know What Good Training Looks Like!
Adult learning concepts are distilled from a 60-minute simulation in which you will teach a partner a five-minute lesson Each learner gets feedback on his natural teaching style and is measured against ten aspects of his teaching style. Through a debriefing discussion, you will identify what helps adults learn and remember and how to identify training that honors adult learning. Special emphasis is given on what to look for when learning experiences are processed. Unit 4: How to Develop and Maintain Training Resources
Tools and techniques for building training resources are covered through checklists, case studies, exercises and interactive discussion. You will apply these techniques to their own situation. Unit 5: Training Enrollment, Record Keeping and Follow-Up
You will explore essential tactics for marketing training through small group exercises, checklists, and interactive discussion. Registration systems and approaches are reviewed through examples and checklists. You will identify key criteria in large group activities and then apply the criteria to their own situations. Unit 6: Training Schedules and Facilities Arrangements
A case study helps you identify key issues around scheduling. Checklists to make booking meeting space, facilities management, room set up and materials management easier are reviewed and customized. CERTIFICATE OBJECTIVES By the end of the certificate, as a participant you will be able to:
You will receive two continuing education units (CEUs) from The Training Clinic after successfully completing this certificate program. Twenty contact hours equal two CEUs. For questions on CEUs call 800.937.4698. >> TOP | ||||||
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| Learn both design and presentation skills to make training "come to life" in a technical environment. In this three-day certificate, learn the basics of program design and development, climate setting, and techniques to increase participation and discussions. During this highly interactive workshop you teach a five-minute lesson to a partner and get feedback on your natural teaching style. Participants will also identify a future training topic for development during the workshop. Learn skills to help you better: ■ Apply adult learning principles to make technical training stick. ■ Plan for technical training and write realistic learning objectives. ■ Develop technical training methods and materials. ■ Practice techniques to effectively facilitate adult learning in a technical environment. Participants are encouraged to bring laptop computers to complete the out of class assignment of approximately 30 minutes in length. CERTIFICATE CONTENT
After completing an opening activity and personal inventory, you will identify personal objectives and share them in the large group. Expectations are clarified and set for the certificate. Unit 1: Help Adults Learn
Adult learning concepts are distilled from a 60-minute simulation in which you teach a partner a five-minute lesson. Each learner gets feedback on and is measured against ten aspects of his natural teaching style. Through a debriefing discussion, you will identify what helps adults learn and remember and how to improve their teaching style. Special emphasis is given on how to process learning experiences to maximize retention. Unit 2: Plan for Technical Training
A brief overview lecture is given on the three phases of the design process: Planning, Development, and Evaluation. The first two of these three phases are expanded in this course. You will write a target population statement based on who will attend a training session you will soon conduct. Consciousness and competence as they relate to program design and learning new skills/knowledge are illustrated through an overview of a model. Tasks identified for a future training session are broken down to identify prerequisites and learning objectives. You will write learning objectives that meet four criteria for a future training session. Unit 3: Develop Technical Training Methods and Materials
After a large group discussion of the components of a module, four design tools are introduced. The tools include use of appropriate methods, how to identify how much practice is needed to learn a skill and how to pace training to avoid boredom. The fourth tool suggests appropriate methods to train employees on technical procedures, processes and concepts. You will apply these tools to case studies and then your own course. You will be given a process for developing training activities and tips for writing common training methods. You’ll then recommend appropriate uses and adult learning processing questions for each method. You will plan how to craft appropriate training activities, handouts and lesson plans to teach the topic of your choice. An inventory is provided to help you decide which of three types of lesson plans are appropriate, and a brief activity is completed to identify how to expand a lesson plan. Unit 4: Training Methods to Facilitate Adult Learning in a Technical Environment
A large group discussion about fear of speaking is conducted, followed by suggestions to use effective delivery characteristics. Delivery techniques are practiced in small groups with peer feedback. Using this certificate program as a learning laboratory, a "clinic" (large group discussion) about how we set the learning climate during the first 30 minutes is followed by a brief lecture on the four elements of climate setting that reduce the risk of learning and help participants focus on learning. Setting and resetting of the climate during multiple day programs is discussed and modeled during this certificate. You will then design your own session starter and share that in a small group. Eight techniques to increase participation are demonstrated by participant involvement in these exercises. This is followed by individual planning to improve personal lecturing style to incorporate participation techniques. Increasing participation using questioning is expanded upon by a brief participative discussion on four types of questions and a written exercise to apply the concepts from the discussion. You will then write appropriate open and closed questions for a class discussion of their own topic. These are critiqued by your peers. Four problem learner strategies are introduced and you will identify the appropriate use of each in case studies. Unit 5: Resource Tool Kit and Action Plan CERTIFICATE OBJECTIVES By the end of the certificate you will be able to:
You will receive two continuing education units (CEUs) from The Training Clinic after successfully completing this certificate program. Twenty contact hours equal two CEUs. For questions on CEUs call 800.937.4698. >> TOP | ||||||
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| With the right practices, any training program can accelerate performance while delivering economic benefits . . . and as a focused and practical manager of a training function, you can lead the charge within your own organization. In this certificate, focus in-depth on effective methods to manage the entire scope of your organization's training effort. You will examine practical ways, sound techniques, and proven ideas to manage your organization’s training and yield tangible, bottom-line results. Learn skills to help you better: ■ Manage your training function. ■ Develop internal consulting skills. ■ Diagnose problems within your organization. ■ Formulate an action plan. ■ Build partnerships with management and learners. ■ Understand the trainer's, manager's, and learner's role in the transfer of learning. ■ Cost justify training. Participants are encouraged to bring laptop computers to complete the out of class assignment of approximately 30 minutes in length. CERTIFICATE CONTENT
After completing an opening activity, you will identify personal objectives and share them in the large group. Expectations are clarified and set for the certificate. Unit 1: Manage a Training Function
Trends and their impact on training are reviewed in an interactive activity. You will then identify the roles they play and those needed in their organization with the help of an inventory and write the mission and priorities for their training function. The Department Systems Audit tool is introduced and you will complete selected sections for their departments and begin their action plan based on the results. Unit 2: Internal Consulting Skills
A consulting approach is offered as a way to maintain a healthy life cycle for a training department. You will compare traditional training and performance consulting approaches and identify what approach they currently take. Following completion of an inventory, you will identify what internal consulting roles they tend to play and which roles they may be neglecting. A case study is used to clarify the range of roles and criteria for selecting the most appropriate role in a given situation. Through analysis and discussion of a case study, you will learn the criteria for identifying a true client. The eight-step consulting process is reviewed in a participative lecture. You will begin to apply the process to a case study. You will identify their role as trainer, consultant or change agent individually in a comparison activity. Unit 3: Diagnosing Problems
Following an interactive discussion around assessment issues, you will examine eight training department audit tools, including three specific training design tools, and describe the Training Manager’s role with each tool through case studies, application activities, individual and group analysis. Unit 4: Developing a Plan
You will explore the differences between a performance improvement plan and a training proposal through interactive discussion, identification of key criteria and examination of examples. They apply additional information to an earlier case study scenario to suggest additions to a Performance Improvement Plan. A tool to help managers compare methods of delivery follows a checklist to assess proposals. Criteria is given and discussed to help discern whether to use existing materials or create new ones. Unit 5: Build a Partnership with Management and Learners
Following an inventory to identify their use of influencing styles, you will consider which style is appropriate in given scenario situations. Steps and skills for increasing influence with key managers are reviewed and practiced in exercises and case studies. The Training Managers’ role in marketing training is explored. Essential tactics for developing partnerships with both managers and learners as a means of marketing are reviewed with examples, tips, tools and templates as support. Unit 6: Transfer of Learning
After transfer of learning is defined, you will identify common barriers in a small group activity. Research is shared about who has the most influence on the impact of training. Four tactics to transfer learning are explored through examples, inventories and case studies. Managing employees resistance to change as a barrier to learning transfer is introduced followed by tools to manage the resistance. An example of a process for level 3 evaluation is reviewed as a summary case study using the diagnostic assessment tools from unit 3. Samples of action plans are reviewed and you will develop a plan for your own use. Unit 7: Managing the Budget
Examples and templates for training cost frameworks, cost-benefit analysis and cost-efficiency analysis are explored and a brief activity to identify hard-number indicators of performance completed. You will then complete your own example. Teams of training managers use a case study to develop an 8-step plan. Plans are presented to peers and the instructor for feedback and coaching. A feedback form is completed by peers and the instructor and given to the team. CERTIFICATE OBJECTIVES By the end of the certificate you will be able to:
This certificate program is designed for training managers, training coordinators, and “departments-of-one” who run a training function for an organization or business unit, or those interested in joining their ranks. As part of this session, you’ll receive the Training Manager’s Tool Kit, which contains a Training Department Benchmarking Tool, 100-point Classroom Instructor Skills Inventory, and a Performance Improvement Plan Template. You will receive two continuing education units (CEUs) from The Training Clinic after successfully completing this certificate program. Twenty contact hours equal two CEUs. For questions on CEUs call 800.937.4698. >> TOP | ||||||
| Contact Us Leah Nelson Senior Conference Program Manager, Training magazine Events E-mail: Leah.Nelson@nielsen.com *Earn CEUs! Participants in TMI1, TMI3, TMI5, and TMI6 will receive two continuing education units (CEUs) from "The Training Clinic" after successfully completing this certificate program. Twenty contact hours equal two CEUs. For questions on CEUs call 800.937.4698. |
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