£1,343.94

The Professional Training Coordinator

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Location

Studio Venues

7 Cannon Street

Birmingham

B2 5EP

United Kingdom

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Refund Policy

Refunds up to 30 days before event

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Event description

Description

Training coordinators manage the expectations of learners, managers, and suppliers. They identify learning and development needs, source learning resources for individual learners, arrange access to those resources, they manage learning transfer and provide statistics relating to evaluation.

The Professional Training Coordinator knows that the provision of modern workplace learning isn’t just about organizing training courses, but providing a structured approach to developing a particular skill set through the best methods available for the skills, the environment and the individual learner.

Our learning habits are changing and Professional Training Coordinators know that continuous learning will be essential as the speed of business accelerates. A learner may be motivated to learn something NOW, and perhaps while commuting to and from work the learner watches a video, reads a blog, registers for eLearning or collaborates in an online learning network via what’s app or slack.

This environment presents a variety of new tools and offers tremendous opportunity for the professional training coordinator, who will provide lots of different tailored learning experiences to support employees in their self-directed learning and via a variety of exciting methods and learning technologies

So, if you are ready to step into the world of a modern workplace learning adviser. Learn about and apply the best of traditional approaches to coordinating training activity, and be open to exploring a vast range of new tools and technologies to support your role as a Professional Training Coordinator, this exciting event is for you.



Essential Content:

  • Identify the top ten drivers for training, we will consider the internal and external business influences that generate a need for learning and development

  • Apply a range of methods to Identify learning needs at organisational, departmental and individual levels

  • Align learning with business strategy, and know why it’s important

  • Identify criteria related to specific job performance to enable people to be better at what they do

  • Identify environmental barriers to performance and motivation, make recommendations to address those barriers

  • Recognise the benefits of clear objectives as an aid to learners, content designers/curators and to assessing return on investment

  • Make recommendations for development that is focused on the things people actually need to learn to develop, grow and succeed

  • Consider the role of learning and development are you an order taker or an impact maker?

  • Move from order taker to performance partner

  • Encourage employee led learning

  • Go mobile, supporting all of the ways people learn for and at work

  • Flip the classroom - Integrate technology into the classroom

  • Explore the top 200 tools for learning

  • Establish the information requirements of a training record remaining compliant with legal and regulatory requirements

  • Measure the impact of learning - producing evidence of impact



Exploring Modern Learning Tools and Technology

During the day, we will go on a treasure hunt to find and evaluate a range of apps and tools to engage learners,push learning, and build collaboration. Please bring your mobile phone, tablet or laptop along to the session to enable you to explore the treasure.

Modern workplace learning



Our Focus - Day One - Stakeholders in Learning and Development

The Training Cycle begins long before the training program is conducted and continues after the program has been completed.

  • It’s called the training cycle! Does workplace learning equal training?

  • End to end navigation of the training cycle: Adding value at each stage of the cycle from needs analysis to evaluation

  • Identifying activities that enhance quality at each stage of the cycle

  • Identifying stakeholders - What do they want from training & development?

  • What/how can they contribute to the activities?

  • What help do you need from them?

  • What help can you give them?

  • Where do learning and development needs occur?

  • Internal & external drivers for training & development – what are the drivers in your organisation?

  • Recognising the difference between a “Want” and a “Need”

  • The activities involved in identifying learning and development needs

  • Translating the results into a specification that informs those involved in the process

  • The new job - job analysis to identify potential training needs

  • Structuring the training needs analysis discussion

  • Do we really need a training course? Differentiate between a range of learning opportunities and match them appropriately to an individual’s learning needs

  • Stakeholders in Training and Development

  • Identifying Learning and Development Needs

Activity: Case study identify training needs



Learning Battle Cards Activity

  • Learn how to identify learning needs and select the most effective methods to promote learning. Design a development process from a full variety of development methods that can be used in your organisation



Our Focus - Day Two - Who are the learners?

We often find that the training that we are planning is targeting a particular group of learners, who share at least some generic characteristics, they may all work in one department, or they may all be apprentices. This does not mean that they all have the same learning needs.


  • Learner characteristics and how it affects your learning program

  • Enabling different learning needs

  • Learning Styles helpful or unhelpful?

  • Learning preferences, identifying learning conditions that can be effective for one person can cause problems for another.

  • Identify the characteristics of your own learning style

  • What would you provide to create conditions that best match your learning preferences?

  • Identifying learner support needs

  • Reasons for unsuccessful trainings and how to avoid

  • How clear objectives guide stakeholders in learning and development

  • The role of objectives for, learners, sponsors, learning designers and for training coordinators

  • Clarity of Objectives in Learning and Development

Supplier Management

  • Selecting external training consultants

  • Establishing essential criteria and competencies

  • Checking credentials

  • Establishing rates and negotiating with suppliers

  • Supplier evaluation

Activity: design a specification to describe details of your training requirement


Training records: establishing a training records system

  • Identifying essential information to be retained and recorded

  • Regulatory and compliance information

  • Data protection and confidentiality

  • Records of training, what should they contain

  • Pre-course information requirements for learners

  • Post course information requirements for learners

  • What do trainers need to know?



Our Focus - Day Three: Supporting Modern Workplace Learning

  • Learning and development roles in the modern workplace

  • The skills employed by learning advisers, curators, collaboration advisers, facilitators, learning experience designers

  • The activities involved in supporting modern workplace learning

  • Consultancy Skills for Training CoordinatorsConsultancy Skills for Training Coordinators

  • What value do you and your department add to the organisation?

  • Identifying the scope of your service

  • The challenges faced by an internal consultant

  • Avoiding the politics and remaining objective

Team Challenge treasure hunt – Applications that support modern workplace learning

  • Each team will find and experiment with a range of applications to support learning. Teams will share their treasure with their colleagues, explaining how the application can support learning


Evaluating Learning and Development Activity

  • Tools to enable evaluation of continuous professional development

  • Models of evaluation

  • Formal evaluation forms…what do we need to know?

  • Pre-and post learning reports

Activity Make recommendations for improvements to induction training at Conran’s Toy Factory

Your Professional Development Needs

  • Completing your personal development plan



FAQs

What are my transport/parking options for getting to and from the event?

The venue is approx 3 minutes walk from Birmingham New Street Station. Exit the North exit 'Stephenson Street' or 'New Street entrance' and head up Lower Temple street past Caffé. Nero. Turn right at Starbucks and continue down New Street (Tesco on your left). Cannon Street is the second street on the left,. the studio is half way along Cannon Street on the right hand side. There are many car parks near by but be warned they can be expensive.

How can I contact the organiser with any questions?

Contact Joy at Spectrain on the landline number: 01942 713309 or by Email joy@spectrain.co.uk or by the contact form on the web https://www.spectrain.co.uk/contact-spectrain/

Do I have to bring my printed ticket to the event?

No, just bring a smile :-)

What can I bring into the event?

We will provide you with a wonderful workbook and all of the activities you need to support your learning. You simply need to bring your phone or tablet so you can access the internet, (dont worry we wont actually download any apps and access to wifi is provided)

Special Diet Requirements

The Studio Venue provides snacks and a wonderful lunch, please do advise us if you have any food allegies or dislikes.

Do you provide a certificate?

Of course! We also provide ongoing support to enable you to continue developing in the role or to advise you when you have one of those wobbly moments.


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Date and Time

Location

Studio Venues

7 Cannon Street

Birmingham

B2 5EP

United Kingdom

View Map

Refund Policy

Refunds up to 30 days before event

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