Certified Learning & Development Professional [CLDP]

Certified Learning & Development Professional [CLDP]

Learning & Development is now being treated as Business Partner. All L&D professional must be aligned with Business Process, Business Success. The full cycle of L&D must be aligning with Business Result. This course focuses on Business focused L&D strategies and framework.

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Major areas to be covered:

  • Module-1: Learning, Training, Development & Education
  • Module-2: Learning & Development as Business Partner
  • Module-3: Training Need Assessment
  • Module-4: Managing Learning & Development in Organization
  • Module-5: Designing Training Content & Tools
  • Module-6: Facilitation Skill
  • Module-7: Impact Assessment & Calculation of ROI of Training
  • Module-8: Contribution of L&D Professionals in Human Development
  • Module-9: Competency Framework for L&D Professional

Details:

Overview of the program:

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 is very much essential for the success of the training. At the same time evaluation or impact assessment are also very vital for furthering the training sessions for the organization. So in the total training cycle TNA, ROI plays very vital role for the continuation of training decision for any organization. Also the success of Training depend on selection of Title, Content, Method, Resource and organizing the event successfully. Also it needs the Impact Assessment.

This training will give hands on experience to the participants for conducting perfect TNA, selecting right Resources for facilitation, Facilitate the Program, making the economic and efficient budget and conducting the impact assessment or Return on investment for every training to ensure the Monterey return of training. So that the Management will be encouraged to allow more training for the development of the individual as well as organization.

Outcome of the Program: After completion of the program, the participants will be able to

  • Clarify the Role & Responsibility of L&D Manager/ Officer in any organization
  • Design & Conduct TNA program for the organization
  • Relate TNA with Business Gap
  • Organize any Training Program efficiently
  • Prepare effective and efficient training Budget
  • Evaluate Training Program
  • Measure the Return on Investment for every program
  • Convert qualitative result into monetary value for calculation

Contents:

Module-1: Learning, Training, Development & Education

  • Concept of Learning
  • Learning Curves: Concept & Practice
  • Principle of Learning
  • Benefits of Learning & Development
  • Role of L&D in HR
  • Difference between Learning & Training

Module-2: Learning & Development as Business Partner

  • Concept of Business Partnering
    L&D life Cycle: Starts with Business Gap and ends up with Business Result
  • Role of L&D Business Management
  • Role of L&D in Skill Development
  • Role of L7D in Performance Management
  • Role of L&D in Organizational Excellence

Module-3: Training Need Assessment

  • Distinguish between Organizational and Employee Training Needs
  • Identifying Possible Areas in Which People Need Training
  • Training Need Assessment Process
  • TNA Form designing
  • Data Collection Method for TNA
  • Data Analysis and interpretation
  • Finalizing TNA Report
  • Transferring Training Need to Training Objective

Module-4: Managing Learning & Development in Organization

  • Preparation of L&D budget
  • Role of L&D professionals for In-house L&D initiatives
  • Responsibilities & Tasks of in-house L&D professionals
  • Logistics arrangement for Training
  • Documentation in in-house L&D activities
  • Reporting in in-house L&D activities

Module-5: Designing Training Content & Tools

  • Preparing Training Contents
  • Designing Module
  • Design Training Material
  • Design tools for Participants engagement

Module-6: Facilitation Skill

  • Presentation Skill
  • Public Speaking Skill
  • Audience Management Skill
  • Skill for dealing with difficult participants
  • Participants engagement skill
  • Example setting skill

Module-7: Impact Assessment & Calculation of ROI of Training

  • Types of Training evaluation
  • Kirkpatrick’s model of Training evaluation
  • Impact Assessment in connection with Result Chain
  • Concept & Practice of ROI of Training
  • Model of ROI of Training
  • Steps of ROI calculation
  • Checklist for Cost – Benefit identification
  • Method for conversion of qualitative improvement to monetary value

Module-8: Contribution of L&D Professionals in Human Development

  • New Employee Orientation Techniques & Toolkits
  • Management Development Program: Tools and Techniques
  • Successor Development Program
  • On the Job L&D
  • Coaching & Mentoring for L&D

Module-9: Competency Framework for L&D Professional

9.1 Foundational Competencies:

  • Personal Credibility
  • People Psychology Competency
  • Communication Competency

9.2 Functional Competencies

  • Coaching Competencies
  • Facilitation Competencies
  • Development Competencies
  • Analytical & Reporting Competencies

9.3 Resulting Competencies

  • Business Competencies
  • Impact Assessment Competencies
  • Leadership Competencies

Target participants:

  • Officer/ Manager in L&D Department
  • Trainer
  • HR Personnel
  • Consultant
  • Functional Head

Program Administration:

Total Hours: 60

Contact Hours: 16

Assessment Areas:

  1. Clarity about Concept: Clear understanding about Learning & Development
  2. Understanding Method/ Process: Different method and process of TNA, Facilitation, Evaluation
  3. Capability to implement the learning: Capacity to apply L&D Program in the organization
  4. Capability to transfer the learning: To make other people understand about Learning & Development
  5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Learning & Development initiatives in the organization

Pre-requisite: 2 years experience in L&D will be an added advantage

Pre course Activity:

  1. Self Assessment
  2. Self study of article and materials to clear the concept

Course Activity:

Dyration: 4 months

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

  • Post Course Examination
  • Post Course Assignment & Presentation
Length 4 Months
Effort 2 hours per day
Live Chat Enabled
Fee $ 320.00
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