Course Methodology

This is an advanced program and the majority of the time will be allocated for workshops and reflections. It is designed to help participants go back to their work place with new concepts for the creation of learning and development tools and techniques. Therefore, the theoretical portion of the course is complemented by a skill building component revolving around case studies, conceptual design workshops, reflection and evaluation of learning models.

Course Objectives

By the end of the course, participants will be able to:

• Categorize organizational learning and development maturity models based on strategic directives
• Design and select external training interventions based on defined criteria including cost benefit analysis
• Develop conceptual designs for learning and development frameworks to facilitate a simple and effective nomination process by line managers and staff
• Differentiate between static and dynamic process workflows and administering those in accordance with operational needs
• Use a blended approach for the development and fulfillment of individual development plans for talents and successors

Target Audience

Learning and development specialists, team leaders and managers as well as HR business partners. The program also targets those who are directly involved in shaping the strategy of their learning and development units and designing associated tools and process workflows.

Target Competencies

• Formulating concepts and strategies
• Relating and networking
• Presenting and communicating information
• Applying expertise and technology
• Planning and organizing
• Training and development