Description
The position of the Learning and Development professional is continuously changing, and your organization and trainees have varying and greater expectations of what you will give for them.
The Learning and Development Manager strives to build competent and responsible change agents capable of designing, developing, and implementing strategic plans within their areas of responsibility, with an emphasis on coaching, human resource management, and online learning development abilities.
This course covers the complete training process, including evaluation, planning, creating a positive learning environment, assisting learning, and evaluating learning. It will also provide you with a thorough understanding of how to set up and maintain a successful organizational coaching system, how to use social media and IT in training, what’s new in the field, and how to become a learning and development specialist.
This training is designed for those who already hold coordination, managerial, and supervisory duties in corporate Learning and Development roles, as well as those who are new to the industry.
Module 1
1
Introduction
What is the definition of Learning and Development (L&D)?A component of human resources, learning, and development strive to improve group and individual performance by growing and honing skills and knowledge. Learning and development, often known as training and development, is a component of a company's talent management strategy and is intended to connect group and individual goals and performance with the company's overarching vision and goals.
2
Mentoring
Mentoring for Growth and LearningMentoring is one of those fantastic people programs that can be utilized to address a variety of organizational gaps or weaknesses, including, but not limited to, learning and development, diversity and inclusion, retention, and workplace culture, to mention a few. But today, I'm going to focus on mentoring for learning and development (L&D), despite the fact that seeking to remedy anyone's deficit through mentoring has obvious and indisputable beneficial externalities.
3
Coaching
CoachingIn the sector of human capital - learning and development – coaching is becoming increasingly popular and successful. Coaching has become an excellent technique for managers in harnessing and supporting their team, while it is used by trainers to coach different individuals with varying needs in both work and life.
4
Organizational Learning
Learning in Organizations - Organizational Learning Strategy in Form - Make organizational learning a priority and an integral part of the corporate culture - How Can Organizational Learning Be Improved? - Developing a Learning Culture for Organizational Improvement - The Benefits of a Learning Culture - How to Establish a Learning Culture in a Company
Module: 02
1
Stages of Organizational Development
Organizational Development in Three Stages - Stage 1. Chaos is the first stage of the game (Fire-Fighting Mentality) - Stage 2. Stability at Stage 2 (Back to the Basics) - Stage 3. High-Performance Stage 3 (Outstanding, sustainable results) - Create a Stable Climate
2
Measuring L & D
Measuring the important learning metricsThere was a time when the Learning & Development department was just held accountable for the number of people trained and the cost, in other words, basic efficacy and efficiency.Learning and development have altered as a result of these changes. Learning professionals are increasingly working to get the L&D department recognized for what it is: a business important change agent. This requires a seismic shift in how L&D is measured.
3
Evaluating the Impact of Training
Obtaining the Correct Data at the Correct Time and Knowing What to Do With ItWhen faced with the problem of evaluating training, one typical way is to request feedback through grin sheets — post-training satisfaction surveys that collect data regarding the training material, the instructor, and the instant reaction to the training sessions. This data is useful for learning and development (L&D) providers in order to enhance how they offer training courses, particularly during pilot programs for new content.
4
Blended Education
Blended learning is a word that refers to an instructional strategy that incorporates both face-to-face classroom training and online means. Additionally, it is referred to as hybrid or mixed-mode learning.
5
Digital Learning
While virtual reality (VR) and augmented reality (AR) has been on digital learning trend lists for some years, it is only in the last few months that organizations have begun to grasp the technology's potential. The costs of delivery and deployment are decreasing rapidly, and over the next few years, we may see information that was previously supplied via simulation or branching eLearning scenarios transformed into more immersive VR and AR experiences. This may mean that, rather than watching a video-based simulation, you could place your learners in a genuine situation where they can demonstrate their mastery of the required skills and behaviors in an observable manner. High-risk locations, technical tasks, and complicated procedural operations are likely to be primary application areas. The tipping point is expected to be when hardware becomes significantly lighter and untethered VR headsets are available that do not cause motion sickness and are not a health or safety problem in and of themselves.
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