The British Academy for Training and Development offers a comprehensive programme titled Certified Training and Development Professional Course. We concentrate on making specialists even more competent in workforce learning and organisational development.

With the emphasis on establishing this course, the main focus is set on developing the competencies of the professionals to function efficiently in training and development. The focus areas delved into several important modules beginning with the training functions and roles, leading to an understanding by attendees of the main role of a training professional in the success of any organisation.

The art of identifying learning and performance needs such that training interventions are aligned to achieving business goals is what the learner learns. The other major aspect covered would be the design and development of training programmes, which will provide the competencies required to develop rich content using modern techniques.

It puts a lot of emphasis on the aspects of delivery and facilitation, giving the opportunity for the learner to lead interventions and sessions powerfully. Training Evaluation will be another area of focus that delves deep into, applying models and tools to evaluate the outcomes and enhance the training programmes for the future.

In addition, the course addresses training need analysis, competency based training, and best practices in learning management systems. The diploma deals with strategically aligning training with organisational goals and trainers' continuous professional development.

Blended learning approaches, e-learning design, and adult learning principles are given continuous focus throughout the course, which reinforces a sound balancing of all traditional and modern training methodologies able to make learners effective.

This course is best suited for people who want to become strategic contributors to human capital development while adopting global best practices in training and performance improvement.

Objective

The main objective of this course are:

To equip with professional skills that one will have to possess in managing training functions like developing.To empower attendees to go beyond merely identifying training needs, associating them with organisational performance goals.Create skills for designing, developing, and preparing the training programme.To increase skills in facilitation and delivering presentations of participants.Teach best ways of measuring the effectiveness of training and evaluating performance improvements.Promote the use of modern training technologies, including e-learning and blended learning.Instilling best practices in adult learning and competency-based training.Strengthen the strategic relationship between training interventions and organisational directivesCombine appropriate methods to conduct a Training Needs Assessment (TNA)Customise an effective process to develop subject-matter experts into internal trainersAssess training vendors and their consultantsDemonstrate the success of training programmes using evaluation methods from Reaction to Return on Investment (ROI)Who Should Attend?

This course is ideal for:

HR specialists involved in the training and development of further learning and development (L&D) specialists employees in higher training and development.Corporate trainers and trainers of facilitators Organisation development officers.Managers of departments wishing to improve the effectiveness of teams through training.Professionals who aspire to become certified experts in training and development. How Will Attendees Benefit? 

Attendees in this course on Certified Training and Development Professional will afford various practical and strategic benefits:

Professional Certification: The certification given to participants will be recognised and, therefore, will add considerable credibility for one's career advancement in training and development roles.Functions Of Training: Thorough grounding in the entire cycle of training, from need identification through application and impact evaluation.Improved Instructional Skills: Affordable Facilitation, Presentation, and Communication, making training sessions more effective and engaging.Practical Tools and Templates: Ready to use stand-alone tools, template, and checklist for designing and implementing skills training programmes.Ability to Align Training with Strategy: Effectively learn how to connect training initiatives directly to organisational goals, increasing their value and relevance.Confidence Using Modern Technologies: Practical experience with e-learning tools, Learning Management Systems (LMS), and blended learning techniques.Stronger Evaluation Skills: Apply evaluation models to measure training success and demonstrate return on investment (ROI). Global Best Practices: Stay current with international trends and standards in training and development.

• The Roadmap from Strategy to Training

• Organizational needs: Pains and plans

• How training contributes to organizational objectives

• Observable behaviors from organizational objectives 

• Supporting the right behaviors with Instructional Learning Objectives

• Components of a complete ILO

• Guidelines for designing effective classroom learning

• Partnering with training stakeholders

• Training stakeholders

• Roles and responsibilities of training stakeholders

• Overcoming challenges with training stakeholders

• Methods for Training Needs Assessments (TNA)

• The importance of TNAs

• Pitfalls of TNAs

• Main sources of training needs

• Mandatory needs

• Technical industry needs

• Organizational culture needs

• Departmental needs

• Individual needs

• Five methods for TNAs

• Business plan analysis

• Job description analysis

• Appraisal analysis

• Survey analysis

• Gap analysis

• Developing Subject Matter Experts (SMEs) into Internal Trainers

• Pre-requisites for SMEs to become internal trainers

• The selection process of internal trainers

• A simplified competency framework for internal trainers

• Train the trainer boot camp

• Overcoming the challenges of providing training by internal trainers 

• Assessing Trainers and Training Providers

• First screening of training providers

• Decision matrix to select training vendors

• Training proposal evaluation

• Screening consultants' criteria worksheet

• Consultant interview evaluation questions

• Evaluating consultants' performance: before, during, and after the training

• Evaluating the overall performance of training vendors

• Demonstrating the Success of Training

• Lessons on how to evaluate training

• The four levels of evaluation

• Linking evaluation levels with TNAs

• Linking evaluation levels with Instructional Learning Objectives (ILOs)

• The ROI model

• Tabulating program costs