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![Page 1: OT-Learning & Development Essentials · ZK/ o µ o ] } v ( } u µ o ^ } } v À } u } v Ç À o µ W ] Æ ] W d Z W ] Æ ] ] v Z u ] o X o P v } ] Ç o ( X ] P v u v W d Z Á ] o o](https://reader035.pdfslide.us/reader035/viewer/2022081400/60a3a74435e2a5524174c6e6/html5/thumbnails/1.jpg)
World Academy for Research and Development
www.wardbd.com
![Page 2: OT-Learning & Development Essentials · ZK/ o µ o ] } v ( } u µ o ^ } } v À } u } v Ç À o µ W ] Æ ] W d Z W ] Æ ] ] v Z u ] o X o P v } ] Ç o ( X ] P v u v W d Z Á ] o o](https://reader035.pdfslide.us/reader035/viewer/2022081400/60a3a74435e2a5524174c6e6/html5/thumbnails/2.jpg)
Learning & Development Essentials
www.wardbd.com II whatsapp: +8801753881177 II [email protected]
Basic Information:
Introduction:
The Learning & Development function is becoming an increasingly important element of organizational and individual employee success. As jobs have become more technical and organization specific, there are fewer candidates whose qualifications meet such requirements. New jobs are continually being created, and new equipment and systems introduced to existing jobs. Some jobs are vanishing, and many whose jobs are eliminated do not have the needed skills for the positions that are now available. In addition, many organizations have found it difficult to locate people who possess what were previously considered the necessary basic English, communication, and mathematical skills. All of these conditions require the type of expertise training can provide, so training is called on to make available the types of employees required. A change in the economy may also create different types of training needs. When the economy is strong and employment is increasing, a high level of new employee training is required. So, identification of right training need, organizing training, conducting training evaluation, calculating ROI all are very essential for any corporate. This training will give hands on experience to the participants for becoming capable to do these activities. Outcome of the Program: After completion of the program, the participants will be able to
Understand the basic of L&D Design & Conduct TNA program for the organization Organize any Training Program efficiently Evaluate Training Program Measure the Return on Investment for every program
Major areas to be covered:
Session-1: Concept of Learning, Development & Training Concept of Learning Learning Domain Difference between Learning & Training The ‘ASK’ concept of Training Training Cycle 4 Levels of Evaluation (Kirkpatrick Model)
Session-2: Steps in Training Process
Nine step in Training Process 6 steps TNA process Example and format in different steps
Mode of Program: Fully Online
Learning Method: Self-Paced Learning Material, Exercises
Contact: [email protected], [email protected] , www.wardbd.com
![Page 3: OT-Learning & Development Essentials · ZK/ o µ o ] } v ( } u µ o ^ } } v À } u } v Ç À o µ W ] Æ ] W d Z W ] Æ ] ] v Z u ] o X o P v } ] Ç o ( X ] P v u v W d Z Á ] o o](https://reader035.pdfslide.us/reader035/viewer/2022081400/60a3a74435e2a5524174c6e6/html5/thumbnails/3.jpg)
Learning & Development Essentials
www.wardbd.com II whatsapp: +8801753881177 II [email protected]
Session-3: Role Training Coordinator Role as Management Representative Role as Researcher Role as Organizer Role as Facilitator Role as Administrator Role as Evaluator
Session-4: Organizing a Training Program
Pre-Training Activities Activities during Training Post Training Activities
Session-5: Return on Investment of Training
Basic about ROI ROI calculation formula Steps to Convert data to monetary value
Practice Exercise: There are Practice Exercises in the material. Delegate needs to practice by self. Assignment: There will be an assignment to be submitted via portal Examination: There will be MCQ based Examination. Anytime anyone can attend exam
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