Why Attend This Training Course?

Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training, however, competency training has emerged as the most effective tool for developing people and as a result, it impacts businesses bottom line. In this intensive training course, you will learn about the different ways to understand and evaluate training progress, and how to use those results to demonstrate the results that training brings.

What Is The Training Course Methodology?

ACAD Corp’s methodology depends on enabling participants to interact and exchange experiences, explore their competencies and achieve their career aspirations, using forward-thinking training arts, such as Theoretical Lectures, Workshops, Open discussion to exchange opinions and experiences, Scenarios, innovative thinking brainstorming and teamwork, Role-play and simulation, and Audiovisual tools and materials. Participants will receive an agenda including training material as a reference, in addition to some extra notes and booklets. Training material will be presented in English and Arabic.

Who Should Attend This Training Course?

This course is designed for the newly employed to the field of human resource management and aspiring human resource professionals, as well as employees who are in supervisory positions and others who have their own businesses.

What Are The Training Course Objectives?

• Acquire the essential principles and concepts of the training process and how to manage them

• Identify new methods and tools useful in planning the implementation, follow-up and evaluation of the training activity

• Improve managerial, technical and behavioral skills to be able to manage the training activity effectively and efficiently

• Identify the best international applications in contemporary training

• Understand when to use each type of evaluation tool

• Know how to identify the costs, benefits, and return on investment of training

What Is The Training Course Curriculum?

Basic Orientations for Training and Human Development

• Scientific concepts of training and development

• The relationship between training and human cadres

• Selection criteria for training programs, training centers and trainers

• Identify training needs associated with the organizational objectives and human resources objectives and capabilities

• Administrative development

• Training process contents

• Training concepts, importance and objectives

• Effective practical training

 Planning of Training Activity and Identifying its Requirements

• Identifying the training needs

• How to develop the annual training plan and budget

• Standards for formulating training and development policy and procedures

• Review and select appropriate programs

• Design phases of the training program

• Operational status

• Estimated budgets for training

 Handling of Human Performance Problems

• Available sources that inferred what has to be done

• Means that can be used in collecting information

• Identify trainee patterns.

• The importance of integrated information before, during and after the implementation of the training process

• Types of training

• Role of training officials in preparing programs

• Identify what are the latent reasons behind the human performance gaps

• Analyze the heuristics and the existing circumstances

 Implementing Training Activities

• Human performance enhancement strategies

• Selecting standards of the proper training type and method

• On job training and the training transfer

• Training technology and the training aids

• Role of the training officer in coordinating and organizing the annual training agenda

• Monitoring and evaluation of training and models used

• Evaluate training offers and trainers

• Survey trainees' views and communicate during breaks

• Case study

 Follow-Up and Evaluate Training and Used Forms

• Training proposals evaluation and the training return

• Training activities preparation and follow up reports

• Appraisal Results

• Similarities and differences

• Assessment methods of human performance

• Step-by-step models that direct human performance upgrading strategies

• Methods of measuring return on investment in training in quantity and quantity

• Preparation of senior training reports

• Maintaining and retrieving training data through integrated human resources information systems

• How to choose the programs and leaders of the second grade

• Meeting recruitment, promotion and job replacement requirements

• Competencies that should be present in the human performance upgrading appraisal

• General discussion