This one day masterclass will help you to understand
exactly what makes training effective and what doesn't.
Learning how to use 'Honeycomb' means that you will be able to design effective training and learning events in any sector, for any number of learners, formal or informal
for the rest of your working life.
Don't be 'stung' by high course design costs or feedback that shows little or no actual
performance improvement following your training activity.
Whether you are an in-house training service, external training provider or independent trainer, ensure that you:
-
Design training and learning events that really make a difference
-
Prepare the organisation, yourself and those who will actually deliver the training
-
Offer good value for money and clearly quantify the time that learners spend away from their actual work
What will you learn?
 |
How ineffective training costs money, time and compromises the training function |
|
The seven-step 'Honeycomb' approach to training and learning event design |
|
How to determine real learning needs and areas of measurement |
|
To swap gimmicks in favour of quality content and change of behaviour |
|
The learners 'entrance level' and its impact on training design |
|
A range of effective methods for the delivery of training and learning |
|
Cirdcadian rhythms and how this influences the amount people learn |
|
Practical application of techniques using a range of real case studies |
|
Complying with the Apprenticeship, Skills, Children and Learning Act 2009 |
How large is the masterclass?
We limit attendance numbers and never sell more than10 places at any of our masterclasses, and often run even smaller classes than this allowing us to maximise your personal learning and give you ample opportunity to ask about how the concepts can work in your own situations.
This small and almost customised approach means that you can bring examples that you would like to discuss further and we work on these in the masterclass. This approach appears to be very
much appreciated by those who attend.
Who would most benefit?
Instructional Designers, Training Directors, Training & Development Managers and members of the internal Training Team, Coaches, Mentors and Facilitators from private, public and third sector organisations, Independent Training Consultants, and others who at some point have to design training and learning programmes.
Why is this important?
Obviously we think it is important to maintain levels of training and learning activity within organisations, but don't take our word for it, read the quotes below:
"While the UK is suffering from wider skills gaps than ever, it is a particular problem among those in leadership, management and technical roles because investment in training is not being targeted correctly – or simply not being made available at all. A recent report by the UK Commission for Employment and Skills (UKCES), found that the number of people who were ‘not fully proficient’ in their jobs increased by 400,000 to 1.7 million in 2009, up from 1.3 million in 2005. The Institute of Leadership and Management (ILM) Penny de Valk, the ILM’s chief executive, said " As many as 60% were ‘reluctant managers’ who did not choose the role and who typically moved into the position in the middle of their career often do so with little or no management training."
Source: TrainingZone, 2010 |
"Our recent survey (2010) questioned a representative sample of 206 UK business leaders and managers working across all sectors about the different methods they employ to acquire skills in the workplace and how effective they found each approach. It revealed that informal chats, internal training and on-the-job instruction to be the most effective methods of gaining information when facing a work place challenge. 83% of those surveyed stated informal chats were very or fairly effective, followed by 77% rating internal training, and 76% on-the-job instruction, as very or fairly effective. Formal training is also still well regarded with 68% of respondents giving a rating of very or fairly effective. The nature of training is also changing rapidly as managers pro-actively seek out information to help build their skills. 40% of respondents are regularly using search engines such as Google to find information to support their job, with just 17% regularly using internal on-line training resources and intranets. Managers surveyed also found information from search engines more effective than internal resources. Overall, 80% of respondents found the use of online resources helped them to be more effective in the work place. "
Source: Peter Casebow, Chief Executive Officer, GoodPractice, UK |
“Although organizations are generally doing a better job of identifying training requirements, many still have a long way to go when assessing the value of training. Too often attendance is used as a success criterion. A better practice is to test knowledge and to observe whether the new behaviors impact performance and ultimately business results. A wide range of training delivery methods are still used. Whatever method is used, effective training can contribute to an enhanced workforce strategy, particularly in retention, career development and job performance. Effective training provides a competitive edge, particularly if the kinds of program and subject-matter are not overly restricted so that high performing talented individuals stay with the organization and
deliver results.”
Diane Berry, Managing VP, Gartner IT Solutions, US |
No time to attend in person? Then click on the image below to learn more...
Use our REQUEST PAGE for more information, prices and dates.
-------------------------------------------------------------------------------------------------------------
There are lots of ways you can simply keep in touch with the work that we do
Sign up for our NEWSLETTER
Read our BLOG
Follow us on TWITTER
