Managing Learning And Development

A Comprehensive Course To Demystify The Essential Operation Of An L&D Department

Certificate In Managing Learning And Development Ensure That Your L&D Department Demonstrates The Value Of Its Contribution To Business Success In Periods Of Economic Downturn 25 – 28 August 2013 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE

Top 5 Learning Objectives 1. Create effective Learning And Development (L&D) strategies and obtain senior management buy-in for those strategies 2. Appreciate the importance and benefits of Learning and Development and its alignment with your company strategy 3. Identify and assess wider future role-specific learning needs and appropriate learning interventions 4. Open up communication channels with Learning Needs Analysis (LNA) to employees and the management 5. Evaluate and maximise the effectiveness of your L&D interventions Organised by:

Strategic Career Partner:

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About Your Expert Course Leader Bill Robinson is the MD of Robinson Faris and Jones. He is former Head of Learning at Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest association devoted to Human Resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession.

SHRM’s motto is, leading people, leading organisations. Professional development programs offered by SHRM are created using proven global standards of best practice with an applied focus.

Today, theory is not enough, the application is crucial.

averda and was the Senior HR Manager at Cornell University.

He is in the unique position of holding both UK and USA Certification, MCIPD, SPHR and GPHR. He currently trains both programmes for the CIPD and for the Society of Human Resource Management (SHRM). Bill utilises the SHRM learning system to train HR professionals in the USA and globally towards certification exams in SPHR, GPHR, HRBP and

One of SHRM’s four strategic pillars is to be a global organisation.

SHRM’s global growth increased by 32% in 2011 and over 8,500 members currently reside outside of the US. SHRM is also leading in the development ISO Standards for HR and competency models, by the profession, for the profession.

HRMP. He helped establish and was a partner with ResourceBank in the UK and developed assessment and development centers for Budweiser, L’Oreal and Allied Domecq working closely with them for 10 years.

A SHRM learning experience delivers the confidence of value and brand recognition that can only come from the world’s largest HR association.

About The Assessment And Certification After each major learning module, there will be a series of optional, straight-forward multiple-choice quizzes based upon the content covered during the course. There will also be short breakout sessions where you will work on assignments and these may involve short follow up presentations.

A cumulative pass-mark of 50%, in addition to a perfect attendance record, is required to be awarded the Certificate of Completion from SHRM/IIR ME. Should you wish not to take up the test, you will receive a Certificate of Attendance from IIR ME based on your full attendance of the course.

Bill is an independent reviewer for the USA HR Certification Institute HRCI for instruction materials for the Global Professional Body of Knowledge in HR. Bill holds a Bachelor of Science in Law and Economics and has a Masters Postgraduate certificate from Cornell for its HR Director Programme.

Course Overview Learning and Development (L&D) practitioners must be able to validate the return on investment of their organisation’s money, time, equipment and other resources to secure and retain the necessary funding and enable L&D processes to take place. As an L&D professional you need the toolkit to develop an L&D strategy and to have the confidence that your methodology will win over senior managers when you present it. Your L&D strategy needs a well

Who Should Attend?

If you are responsible for the strategic provision of Learning and Development within your organisation this course will benefit you. You will also benefit from attending the course if you are an outsourced consultant wanting to enhance your ability to measure the effectiveness of Learning and Development processes and activities.

thought out plan aligned to your organisation’s goals; and you need to be able to market that plan, gain commitment and measure success.

This course equips you with a range of options you can use to meet these challenges.

Would you like to run this course in-house?

The in-house training division of IIR Middle East Tel: +971 4 407 2624 • Email: CTS@iirme.com www.iirme.com/cts

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Certificate In Managing Learning And Development 25 – 28 August 2013 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE Course Timings: Registration will be at 07:30 on Day One. Course sessions will start promptly at 08:00 and end at 14:30. There will be two short breaks for refreshments and lunch will be served at the end of each day’s sessions.

Day One Introduction Practical Exercises • Selling The Benefits Of L&D To Your Team • Convincing Cynical Team Members The Importance And Benefits Of Learning And Development • Learning and Development and/or training: setting the scene • Steps needed to develop a world class L&D strategy • The benefits of Learning and Development and aligning with business strategies Practical Exercises • What Does A Learning Needs Analysis Look Like?

• Gathering Data For Your Team An Introduction To Learning Needs Analysis • What is Learning Needs Analysis?

• Gathering information for Learning Needs Analysis and its development into a strategy Practical Exercises • Informing Employees And LNA • Responding To Complicated Issues Opening Up Communication Channels • Introducing LNA to employees • Communicating with teams • Communicating with individuals • Dealing with complicated issues Practical Exercises • Creating Your Customised Presentation On Organisation And Department Objectives • Collating Information From Departmental Strategies Or Plans • Designing Questionnaires To Identify Group Learning Needs

Day Two Identifying The Learning Needs Of Groups And Teams • Understanding the role of overall organisation context in LNA • Identifying the learning needs of groups and departments Practical Exercises • Reviewing Performance Management Data • Identifying Role Specific Needs Based On Existing Data Evidence Based Learning Needs Analysis: Using Existing Data • Reviewing performance management data • Using performance related data • Utilising externally generated data • Presenting to management – tools and tricks to get the programme approved

Practical Exercises • Evaluating Your Current Role • Updating Employee About Future Developments For Their Role • Plans For Learning Outside Of The Workplace

Day Three Evidence Based Learning Needs Analysis: Gathering New Information • Undertaking a role and competence analysis • Identifying future role-specific needs • Identifying wider learning needs Practical Exercises • Your Experience Of Learning Intervention • Using Your Knowledge On Learning Styles Identifying Appropriate Learning Interventions • Evaluating different types of learning interventions • Deciding on appropriate interventions • Sources of advice and support Practical Exercises • Helping Employees To Help Themselves • Case Studies Applying Learning In The Workplace Making The Most Out Of Learning Interventions • Maximising the effectiveness of Learning and Development interventions • Transferring learning into the workplace • Evaluating the LNA process Practical Exercises • Evaluation Exercise • Self-Evaluation Of The LNA Process • Identifying Information Requirements

Day Four Evaluation And Moving Forwards • The importance of evaluating learning • Evaluating the LNA process • Tools and tips to evaluate training Return on Investment (ROI) • Communicating the outcome of LNA to key stakeholders Practical Exercises • Evaluating Your Training • Gathering Qualitative Feedback Enhancement Resources For Trainers • Evaluating your training sessions • Strategies to overcome resistance to training • Motivating managers to champion Learning and Development Examination

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Certificate In Managing Learning And Development 25 – 28 August 2013 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE FIVE WAYS TO REGISTER IIR Holdings Ltd. P.O Box 21743 Dubai, UAE

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DISCOUNTS AVAILABLE FOR 2 OR MORE PEOPLE CALL – +971 4 335 2483 E-MAIL – a.watts@iirme.com BC5120 Event Certificate In Managing Learning And Development

25 – 28 August 2013

Course Fee Before 9 June 2013

Course Fee Before 30 June 2013

Final Fee

US$ 3,895

US$ 4,395

US$ 4,695

WOULD YOU LIKE TO RUN THIS COURSE INͳHOUSE?

Course fees include documentation, luncheon and refreshments. Delegates who attend all sessions and successfully complete the course assessment will receive an IIRME/SHRM Certificate of Completion.

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If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge.

Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time.

Avoid Visa Delays - Book Now Delegates requiring visas should contact the hotel they wish to stay at directly, as soon as possible.

Visas for non-GCC nationals may take several weeks to process.

All registrations are subject to acceptance by IIR which will be confirmed to you in writing.

Due to unforeseen circumstances, the programme may change and IIR reserves the right to alter the venue and/or speakers.

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Kempinski Hotel, Mall of the Emirates, Dubai, UAE Tel: +971 4 341 0000

Accommodation Details We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: hospitality@iirme.com

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