The Certified Learning and Development Manager training program – CLDM is a globally recognized program facilitated virtually as well as through class-room and e-learning delivery modes.
There is a significant relationship between the effective learning and development provided by managers, internal and external training teams, and the levels of employee engagement, commitment motivation and productivity. Training is supposedly to be used as a Strategic tool for competetive advantage in a Talent scarce market, however, many orgnanizations today are not able to contribute to the overall strategy of the organization through a robust development strategy and plan.
This program helps professionals to identify business mandates, align talent gaps to those needs, plan and organize high impact training programs and interventions. Today L&D managers face tough challenges to get buy in, budgets, for their training programs.
This workshop helps training managers evaluate the impact of their programs and get buy-in for future developmental programs.
- Get a comprehensive, information packed courseware during the program and for back home use
- Learn from the industry experts who have a vast experience in the area of learning and development
- Network with other professionals with same background and interest
- Brand yourself as a certified learning and development manager
- Your satisfaction is guaranteed
- Learn Competency Iceberg Model for pinpointing skills and traits
- To develop competency maps and behaviorally anchored rating systems to plan structured and scientific training in your organization
- Understand how BARS can be used for valid competency assessment
- Conduct competency based TNA for accurate training scheduling
- Learn Gilbert’s model for individual diagnosis for performance consulting
- Learn 8 key aspects of good design
- Learn how to calculate human capital readiness indices – globally used to measure strategic impact of L&D
- Learn Bloom’s taxonomy of learning
- Learn how to calculate the ROI measurements – today validated by Jack Philips as one of the best ways to measure training effectiveness
- Learn how to creating L&D metrics and get management buy in to training
HR professionals, manager’s line supervisors and trainers, Learning and Development manage.
Program Outline
- What is competency
- Competency iceberg model –
- Why competencies, Classification of competencies – functional, behavioral, threshold, differentiating
- Measuring Competency using BARS
- Creating competency maps using JEA, critical incident method etc
- Quan competence framework
- Competency assessment through cognitive ability tests, biodata instruments, structured interviews, job knowledge tests, diagnostic and promotion tests.
- Gilbert’s model for individual diagnosis through internal and environmental variables
- Training needs analysis through BARS and Competency mapping, Peer Reviews, Self Reviews, upward assessment,360 degree feedback
- What are assessment centers.
- Types of assessment center techniques including psychometric tests, in-tray exercises, role- plays, written exercises etc.
- Steps in creating an assessment center like creating competency maps, identifying game matrix, creating evidence formats.
- Training design steps – setting of goals and objectives, selecting correct mode of training.
- Setting learning goals – affective, behavioral and cognitive.
- What are objectives – Specific, Measurable, Achievable, Relevant, Time-bound
- Bloom’s taxonomy of learning, Specifying objectives, Assess modes
- 8 Key aspects of a good design – moderate level of content, balance between ABC learning etc.
- David Kolb’s learning styles model – concrete experience, reflective experience, abstract conceptualization, active experimentation.
- Training evaluation and follow-up –Proving, learning, improving, controlling
- Four levels of Kirkpatrick training evaluation process – reaction, learning, behavior, results, Reaction level – evaluation of the program
- Tests construction, Action planning- level 3 assessment, Producing the action plan
- Assessing the ROI of training & Costs in calculating ROI – Promotional costs, administration costs, faculty costs, student costs, evaluation costs
- Sample measures including total assets, training investment per person, value added per employee, motivation index
- Perceptual ladder
- Buy in model through metrics like Human Capital Readiness Index, RATER Model
CLDM Testimonials
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“It has enhanced my knowledge and exposed me to tools, models and framework around competency mapping.”
Reena Emmanuel
Head-HR-Alshaya -
“Overall it was quite an enlightening experience and gave pretty good insight into competency mapping.”
Kiranbeer Sawhney
Head-Talent Management-PepsiCO -
“The program was very well organised and special attention was give on each candidate, which indeed lead to lots of valuable learning.”Vishal Karad
Sr. Manager - HR - TVS Motor -
“Very well structured and organized program. Effective content. It will help and add value in my current role.”
Vivek Gupta
Sr. Manager - HR - GE Money