You will be able to apply the following:
- Know where you are in the Value Chain of HRD and Training
- Take immediate steps to move up the Value Chain of HRD and Training
- Provide hybrid of training and non-training interventions for organizational impact and increase you and your organization’s reputation
- Able to do training needs analysis on just-in-time basis such that your business organization will appreciate the simplicity yet usefulness of your analysis
- Guarantee transfer of behavior change from training environment to workplace which is level 3 of Dr. Kirkpatrick’s level of training effectiveness
- Design training and non-training interventions into business solutions linked to organization’s key business indicators (level 4 of Dr. Kirkpatrick’s level of training effectiveness)
Design of this Workshop:
Experienced Facilitator – Learn from an expert practitioner who has over 27 years of training, total quality management, change & transition management and HRD experience. Chin Teik has set up a 10, 000 sq. feet training center in-house as well as co-founded a public training center for the state of Penang. He has been acknowledged internally and externally for his efforts and results.
‘Action Learning’ base tailored to your needs – you will solve your organization’s issues and learn at the same time. Application and immediate short-term wins are the focus in the facilitation of this workshop. Bring examples of your current training and development challenges and during the workshop we will begin to customize the solutions for you.
1 hour free consultation on customized solution – you will pre-book the facilitator’s time a day immediately after the workshop so that you and your manager can obtain the expert practitioner’s experience on your organization’s challenges or to follow up on the customized solution discussed at the workshop.
This workshop can be customized for your in-house needs. This workshop can be designed purely for training organization or HRD organization. If you are interested please contact me for further discussion at chin.teik@chinteik.com
Day 1 AGENDA
1) Identifying where you and your organization is on the Value Chain of HRD and Training
What are the key elements of the Value Chain of HRD and Training? What are the essential characteristics of a value-add HRD and Training organization? What are the essential characteristics of an outstanding Learning & Development program and process for your organization?
2) Exploring the emerging trends and models of HRD and Training and defining the appropriate hybrid approach
Centralized vs. Decentralized model
Classroom vs. Online vs. Experiential Learning
Use of Full Time Trainers vs. Senior Managers to deliver programs and solutions
3) The 6 Step Approach to Effective HRD and Training Interventions
3.1) Step 1 – Identifying accurately the Problem Statement (What are we trying to solve?)
This is the most crucial step. If not assessed accurately the rest of the efforts are wasted. Learn how to ask the right questions to get to the real problem and not the symptom. Learn also how to link the ROI at this step which will save you from countless hours of justifying for your program or efforts. Learn how to use this step to build your business acumen and business language.
3.2) Step 2 – Focusing on Vital Few Behavioral Outcomes vs. Trivial Many when it comes to Root Cause Analysis
Learn how to avoid ‘noise’ and focus on the key vital few behavioral outcomes by using 20/80 rule. Learn how to build a root cause analysis to get to core of the issue.
3.3) Step 3 – Designing a truly impactful solution in the form of either training or non-training interventions or both
Learn how to use management support process to ensure that not all the solutions are training-centric. Learn the different types of non-training interventions. You will know how to apply ‘Adult Learning Principles’ (Andragogy) to your design. Build your personal continuous learning on how to become a capable change agent.
Day 2 AGENDA
3.4) Step 4 – Delivering the solution and implementation approaches
Learn how to engage senior management in the solution delivery and implementation approaches. Apply 8 Steps of Change Management to ensure that the solution and implementation are long lasting.
3.5) Step 5 – Creating a Pre and Post Management Support Process to guarantee transfer of behavior change in classroom to workplace
You will design your own Management Support Process by the time you leave the workshop. You will also practice how to get senior management to buy-into your proposals.
3.6) Step 6 – Post training evaluation linking to business success indicators showing ROI
Learn Dr. Kirkpatrick’s 4 levels of training effectiveness and understand how you can move your organization to level 3 (behavior change) and level 4 (ROI).
4) Developing a ‘Brand Equity’ of HRD Value so that organization will keep coming back to use the organization’s products and services.
The highest position to achieve is that the organization will not make any decision on organizational direction or changes if they have not involved your organization!
What past clients have said on Chin Teik’s facilitation style and workshop:
‘He knows his work and is able to answer questions using personal experiences’
- Singapore Pools
‘Clear articulation with specific real life experiences’
- Shell Global
‘Chin Teik’s delivery is passionate, clear, visionary and yet practical. I didn’t blink an eyelid. I wanted to hear it all’.
- IBM Services India
‘Chin Teik pushed and challenged our mental model state and opened our eyes to how we can do things differently. We are able to apply ‘performance contract’, ‘blocking time for planning’, ‘simple TNA’, ‘problem solving through facilitation’, ‘management support process’.’
- Participants from ‘Training Strategies for Organizational Impact, 25-26 July 2006 |
