COURSE OVERVIEW:

Nearly everyone recognises the value and benefits of workforce group training. When done properly, training can make workers more efficient — increasing production, revenue, and profits while decreasing costs, waste, and inefficiencies. Effective training can lead to increased compliance with regulations. It can even lead to a happier, more satisfied and engaged workforce, which in turn reduces turnover and costly new employee on boarding. So the benefits are many.

Training presents a prime opportunity to expand the knowledge base of all employees, but many employers in the current climate find development opportunities expensive. Employees attending training sessions also miss out on work time which may delay the completion of projects. However, despite these potential drawbacks, training and development provides both the individual and organisations as a whole with benefits that make the cost and time a worthwhile investment. The return on investment from training and development of employees is really a no brainer.

Group training provides a number of benefits not easily achieved through other means: provides an opportunity to build a business network face-to-face, allows best practice to be identified, discussed and explored, models the collaborative approach to working and problem solving and ensures that participants share a consistent learning experience.

Before training can be undertaken, a number of critical stages need to be satisfied. For training and development to be the right ‘answer’ is rather dependent on first asking the correct questions. This course will guide you through the process.

This course focuses on the design and development of group training. The first part: highlights the training cycle, establishes the four steps to identifying learning requirements and provides the foundation for setting learning objectives.

The second part: examines the reasons for setting learning objectives, explains how objectives are set and by whom and establishes some guidelines for writing learning objectives. The final part: shows the importance of developing a lesson plan and explains what this plan should include.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

• The benefits of group training
• Training versus facilitation
• The importance of training and development in the workplace
• The benefits of workplace training and development
• The training process
• How to identify the learning requirements?
• The common performance problems and their solutions
• Why set training objectives?
• Who benefits from training objectives?
• The differences between training aims and objectives
• Who decides on the course objectives?
• How to write learning objectives?
• How to clarify learning objectives?
• How to develop a lesson plan?
• Why is a lesson plan necessary?
• What should be included in a lesson plan?
• The three classifications of information
• How adults learn?
• The guiding principles of learning behaviour
• The factors that will impact the structure and content of any training course
• How to put together a lesson plan?
• The guidelines for developing the lesson plan core

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.