Learning And Development Manager Accelerator

Course overview

Why do learning and development managers succeed? Worldwide, multinational corporations, organizations, academic institutions, and organizations spend billions on training initiatives that don’t turn a profit. Simply said, this occurs as a result of the majority of organizations being subjected to ‘excellent training programmers’ that don’t really provide what they promise.

At Trainee Bee, we make a sincere effort to create tailored training programmers that address the unique training requirements of our participants, as identified by the behavioral and skill surveys we carry out in certain target areas. We place a lot of importance on finding the precise recipe for success that will have a long-lasting effect on the professional and personal development of our students, enabling them to provide more value and income to their own companies.

What does a manager of learning and development do?

The clever placement of the Learning and Development department under the large Human Resources departmental umbrella. It frequently serves as the keeper of organizational culture. Any organization’s culture determines how it will develop and sets the tone for all of its employees, from the leadership team to the apprentices. These results made us aware of the crucial significance of the learning and development manager’s position.

Introduction

What credentials should a manager of learning and development have?

The manager must strategically direct, coordinate, and use the massive and ongoing learning momentum of the learning and development sphere to create a good output for the company. Otherwise, there is little benefit to having such a department on staff.

You will be prepared for the enormous but fortunate opportunity of leading, planning, budgeting, and managing the learning and development department for any business by completing this certification course. This course is a good fit for you, especially if your prior interests and ability indicate that you might do this role as a freelance training management consultant.

You will be given the necessary tools by this Trainee Bee to effectively and maturely lead your organization’s learning environments. Through this certification programmer, you will study cutting-edge behavioral learning strategies to empower junior and aspiring managers in your department and set an example for innovative training. Through a number of crucial encounters with your participants, coworkers, and stakeholders, you will develop the skills necessary to demonstrate your coaching and mentoring talents.

We are The Training Bee, a global training and education firm providing services in many countries. We are specialized in capacity building and talent development solutions for individuals and organizations, with our highly customized programs and training sessions.

Learning Objectives

Upon completing Learning and Development Manager Accelerator, participants will be able to:

• Providing managers with the most recent information and enhancing their capacity to deliver value to your staff via greater training and performance measurement
• Greater productivity as a result of increased knowledge, skill, and productive behavioral growth
• Your company’s brand will be more credible and more marketable.
• increased efforts for team, departmental, and individual growth
• Clarity around the quantifiable ROI increase as a result of training investments
• More consumers, content customers, and hence greater earnings

Our Unique Training Methodology

This interactive course comprises the following training methods:

• Role-playing – Participants will take part in several role-plays and understand practical ways of solving issues.
• Journaling – This consists of setting a timer and letting your thoughts flow, unedited and unscripted recording events, ideas, and thoughts over a while, related to the topic.
• Interactive sessions – The course will use informative lectures to introduce key concepts and theories related to the topic.
• Presentations – Participants will be presented with multimedia tools such as videos and graphics to enhance learning. These will be delivered engagingly and interactively.
• Group discussions – The course will incorporate group discussions and debates to encourage active participation and collaboration.
• Case studies – Participants will be presented with realistic scenarios and case studies that demonstrate effective strategies related to the topic. These activities will encourage participants to think critically and apply their knowledge to real-life situations.

Training Medium

This Learning and Development Manager Accelerator training is designed in a way that it can be delivered face-to-face and virtually.

Course Duration

This training is versatile in its delivery. The training can be delivered as a full-fledged 40-hour training program or a 15- hours crash course covering 5 hours of content each day over 3 days

Pre-course Assessment

Before you enroll in this course all we wanted to know is your exact mindset and your way of thinking.
For that, we have designed this questionnaire attached below.

• What experience do you have in the learning and development field?
• What are your goals for participating in the Certified Learning and Development Manager Program?
• What do you think are the key skills and competencies needed to be an effective learning and development manager?
• What challenges do you think you will face when participating in the program?
• How would you rate your current knowledge of learning and development theory and practices?
• How do you plan to use the knowledge and skills gained from this program in your current or future roles?

Course Modules

This Learning and Development Manager Accelerator covers the following topics for understanding the essentials of the Agile Workplace:

Module 1 – The Learning and Development Department’s primary requirements

• Human resource functions and the role of learning and development
• Important Duties of the Training Division
• Impact of an inactive training department on desired training manager behavior

Module 2 – Analyzing the Training Needs

• Choose an audience
• Establish Your Goals
• Data Gathering Business Partnership TNA Models

Module 3 – Measurement of Performance

• Performance Measurement Overview
• A Performance Map: What Is It?
• Performance Evaluations
• L&D Manager’s Function in Performance Evaluations

Module 4 – Tools & Models for Competency Mapping

• Behaviorally Anchored Rating Scales (BARS)
• Introduction to Competency Mapping Competency Iceberg
• Selecting the appropriate competence model
• How to Spot Competency Gaps

Module 5 – Design of a Training Course

• Key elements of a successful course design
• Thinking & Subject Matter Flow
• Goals and Expectations Organizing
• Icebreakers and energy boosters

Module 6 – Skills and Techniques for Training Delivery

• The Value of Good Planning
• Presentation Technique
• Vocal variety Management of Difficult Participants

Module 7 – Impact of Training Evaluation

• Evaluation of Training Is Important
• The Kirkpatrick Taxonomy: Individual Participant PTAPs
• The Supporting Role of HR and Managers

Module 8 – Leadership Development

• Develop your unique talents
• Enhance your emotional quotient
• Effective Coaching and Feedback Mechanisms
• Role-playing and evaluations

Post-course Assessment

Participants need to complete an assessment post-course completion so our mentors will get to know their understanding of the course. A mentor will also have interrogative conversations with participants and provide valuable feedback.

• What strategies have you found to be most successful in developing your team’s learning and development goals?
• How do you measure the effectiveness of your learning and development programs?
• What challenges have you faced in implementing your learning and development initiatives?
• How do you ensure that you’re learning and development initiatives are aligned with your organization’s objectives?
• What tips do you have for successfully managing a learning and development team?
• How do you motivate your team to stay engaged in learning and development activities?

Lessons Learned

The most important lesson learned from the Certified Learning and Development Manager Program is the importance of developing and maintaining strong relationships between the manager and their team. Through this program, managers learn how to effectively communicate with their team, build trust, and foster a collaborative and supportive environment that will help to ensure the success of the organization. Additionally, managers gain the knowledge and skills needed to create a learning and development plan that meets the needs of their team and organization. With these skills, managers can create a team that is engaged, productive, and successful.

“With the Learning and Development Manager Programmed, advance your career while expanding your knowledge!”