Ensure decisions taken under training design and impact measurement would withstand external scrutiny.
Designing Effective Training Programmes and Measuring Their Impact
A practical programme in training design and impact measurement for professionals who are accountable for results, not just awareness.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for training design and impact measurement that managers quietly work around has already failed. People decide what impact measurement really means by watching who gets promoted. They gain the ability to sequence improvements to the practice within people management and development in an order their organisation can absorb. It suits anyone whose decisions touch training design and impact measurement, in large organisations and small ones alike. The professional literature on this part of people management and development converges on a small set of controls that reliably work. This programme builds impact measurement from first principles, without padding and without omitting what matters. Plans for training design and impact measurement often fail at the handover point between functions. Participants test their assumptions about impact measurement against scenarios designed to break weak ones. Participants leave with a first-ninety-days plan for the practice within people management and development rather than a set of notes.
Expected Learning Outcomes
Design the appeals or grievance route attached to impact measurement.
Build capability in training design and impact measurement across the management line, not only in the people function.
Identify the failure points in impact measurement most likely to cause loss, and control them first.
Plan the handover of training design and impact measurement so that capability is not lost when key staff move on.
Design a training and briefing approach that sustains competence in impact measurement.
Align training design and impact measurement with the organisation's workforce plan rather than treating it in isolation.
Who Should Attend
Senior leaders accountable for the culture training design and impact measurement produces.
Department heads accountable for the results of impact measurement.
Recruitment and resourcing staff affected by training design and impact measurement.
Public sector personnel officers applying impact measurement within regulation.
Internal communications staff explaining training design and impact measurement to the workforce.
Members of committees that take decisions affecting impact measurement.
Course Modules
Training design and impact measurement: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Appeals and grievances arising from training design and impact measurement
- Design the communication for training design and impact measurement around the questions people will actually ask.
- Estimate the cost of impact measurement and the cost of leaving it unchanged.
- Check that training design and impact measurement still works when volumes rise unexpectedly.
- Identify single points of dependency in impact measurement and reduce them.
Session 2Building the method for impact measurement step by step
- Agree the indicators that will show whether training design and impact measurement is improving.
- Identify the data the organisation already holds that bears on impact measurement.
- Prepare the response for the most likely failure in training design and impact measurement.
- Test the policy on impact measurement against three real cases from the past year.
Impact measurement: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1The cost of impact measurement and how to present it
- Train line managers on training design and impact measurement rather than handling every case centrally.
- Map the handovers in impact measurement between functions and secure them.
- Establish what evidence demonstrates training design and impact measurement is under control.
- Define who decides on impact measurement and who may only recommend.
Session 2Building manager capability in impact measurement rather than owning it centrally
- Identify the data already collected that bears on training design and impact measurement.
- Rank the weaknesses in impact measurement by consequence rather than by ease of fixing.
- Set the annual review point for training design and impact measurement and who attends.
- Confirm records relating to impact measurement meet retention and privacy rules.
Impact measurement: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Who answers for impact measurement, and to whom
- Pilot changes to training design and impact measurement in one area before wider rollout.
- Compare the cost of impact measurement with the cost of its absence.
- Draft the minimum viable people policy for training design and impact measurement.
- Collect evidence on the present handling of impact measurement before proposing changes.
Session 2Reviewing training design and impact measurement against what actually happened
- Plan succession for roles most exposed to training design and impact measurement.
- Compare intended and actual outcomes of impact measurement honestly.
- Review training design and impact measurement for unintended equity effects across groups.
- Script the difficult conversation impact measurement requires and rehearse it.
Impact measurement: policy design and legal footing
2 sessions · 8 pointsSession 1What your existing data already says about impact measurement
- Build the appeals route for training design and impact measurement and publish it.
- State the purpose of impact measurement in one sentence a new manager would understand.
- Verify six months later that changes to training design and impact measurement have held.
- Build the internal briefing that explains impact measurement to those affected.
Session 2Writing a policy on impact measurement a line manager can actually use
- Measure the effect of training design and impact measurement on retention and performance, not activity.
- Name a single owner for each element of impact measurement.
- Record what was learned when training design and impact measurement did not go as planned.
- Confirm that reporting on impact measurement reaches the people who can act.
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.