Adapt recognised practice on training and development strategy to local constraints without hollowing it out.
Designing Corporate Training and Development Strategies
Learn to design, measure and defend your organisation's approach to training and development strategy.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about training and development strategy begin as a conversation that was handled badly. Data on development strategy is abundant; insight about it is not. They acquire practical criteria for judging when the people management and development capability is working and when it is only appearing to. Participants leave with a method for training and development strategy, not a set of opinions about it. Post-incident reviews keep identifying weaknesses in this area of people management and development that were visible long before the incident. It is designed for mixed groups, so that development strategy is examined from more than one functional angle. Cases are chosen to expose the trade-offs in training and development strategy rather than to illustrate ideal conditions. The version of development strategy described in the manual and the version practised on the floor tend to diverge over time. Participants finish with a short, specific brief on the people management and development discipline ready to put in front of a decision maker.
Expected Learning Outcomes
Equip managers to hold the difficult conversations development strategy requires.
Build the evidence base on training and development strategy from data the organisation already collects.
Review development strategy annually against what actually happened, not what was intended.
Address the equity and inclusion implications of training and development strategy deliberately.
Reduce avoidable variation in how development strategy is carried out across teams.
Agree the first three actions on training and development strategy that will be taken on returning to work.
Who Should Attend
Learning and development officers building capability in training and development strategy.
Recruitment and resourcing staff affected by development strategy.
Consultants and advisers supporting clients on training and development strategy.
Line managers who apply development strategy in practice.
Managers with direct responsibility for training and development strategy within the workforce.
Reward and compensation staff whose frameworks interact with development strategy.
Course Modules
Training and development strategy: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Building manager capability in training and development strategy rather than owning it centrally
- Estimate the cost of training and development strategy and the cost of leaving it unchanged.
- Establish what evidence demonstrates development strategy is under control.
- Establish the boundary of training and development strategy and record what sits outside it.
- Confirm records relating to development strategy meet retention and privacy rules.
Session 2The hard cases in development strategy and how to reason about them
- Check that training and development strategy complies with current labour regulation in every location.
- Plan the sequence in which improvements to development strategy will be introduced.
- Agree the indicators that will show whether training and development strategy is improving.
- State the purpose of development strategy in one sentence a new manager would understand.
Development strategy: capability across the management line
2 sessions · 8 pointsSession 1Piloting a change to development strategy before committing
- Plan succession for roles most exposed to training and development strategy.
- Train line managers on development strategy rather than handling every case centrally.
- Identify the data the organisation already holds that bears on training and development strategy.
- Measure the effect of development strategy on retention and performance, not activity.
Session 2Explaining development strategy so people believe it
- Map the handovers in training and development strategy between functions and secure them.
- Set the consistency check that catches uneven application of development strategy.
- Script the difficult conversation training and development strategy requires and rehearse it.
- Set the annual review point for development strategy and who attends.
Development strategy: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Costing development strategy honestly, including the cost of inaction
- Identify the data already collected that bears on training and development strategy.
- Define who decides on development strategy and who may only recommend.
- Anticipate the objections training and development strategy will raise and prepare the answers.
- Check that records of development strategy answer the questions likely to be asked.
Session 2Building the method for training and development strategy step by step
- Test the policy on training and development strategy against three real cases from the past year.
- Compare the cost of development strategy with the cost of its absence.
- Set escalation thresholds for training and development strategy that work out of hours.
- Estimate the resource development strategy requires to run as designed.
Development strategy: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1The conversation about development strategy managers most often avoid
- Review training and development strategy for unintended equity effects across groups.
- Confirm that reporting on development strategy reaches the people who can act.
- Rehearse the briefing on training and development strategy that would follow an incident.
- Test the procedure for development strategy against a realistic scenario.
Session 2Moving development strategy from approval to execution
- Document the reasoning for every exception granted under training and development strategy.
- Build the appeals route for development strategy and publish it.
- Write down the assumptions underpinning the approach to training and development strategy.
- Collect evidence on the present handling of development strategy before proposing changes.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.