The investment in organizational learning by companies has grown significantly in recent years, creating new opportunities, but also posing new problems in training management.
The increase in training needs has often meant that internal structures have had to cope with growing responsibilities with limited Human Resources, tight spending budgets and operational processes that are not always adequate.
The training course, dedicated to training management, is aimed at deepening the management of training activities with a concretely strategic approach.
Methodology
Sharing of best practices, national and international benchmarks, self check-ups and improvement plans.
Goals
- Provide a strategic view of training as an essential tool for innovation in organizations
- Outline the assumptions and key contents of training management
- Analyze the set of logistical, human, information endowments needed to manage training
- Set up a plan to improve its internal training system.
Program
- Doing training innovatively: the basics of training management
- Check-up of one’s training system
- What is the purpose of training? Training policies according to company strategies
- Managing training through the competency model: applications and methodologies
- The effective coordination of actors (the top management, training contact persons in the facilities, internal users, suppliers)
- The allocation of resources: how to structure the Training Service, how to manage training information and data (computer applications, paper media, tracking), how to find economic resources
- The training market: types of training, cost levels, external providers and internal trainers
- Acquiring training services in the market: the “make or buy” analysis (buy externally or implement with internal resources?), vendor selection, bid management.
