Equip managers to hold the difficult conversations training impact on performance requires.
Measuring the Impact of Training on Organisational Performance
A practical programme in training impact on performance for professionals who are accountable for results, not just awareness.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for training impact on performance that managers quietly work around has already failed. Data on impact on performance is abundant; insight about it is not. The result is the confidence to make and defend decisions about the wider people management and development agenda under scrutiny. This programme builds training impact on performance from first principles, without padding and without omitting what matters. Across sectors, teams that rehearse this area of people management and development outperform teams that only plan it. The programme suits teams tackling impact on performance together as readily as individuals attending alone. The teaching approach is deliberately practical: participants build a people policy for training impact on performance as they go. What blocks progress on impact on performance is usually unclear ownership rather than unclear intent. The final session converts the week's work on the people management and development discipline into commitments with owners and dates.
Expected Learning Outcomes
Anticipate the objections that impact on performance will attract internally and answer them in advance.
Measure the effect of training impact on performance on retention, performance and engagement.
Integrate impact on performance with reward, development and performance processes.
Set the minimum documentation for training impact on performance that is genuinely necessary, and stop there.
Select indicators that show whether impact on performance is improving, and reject those that only look useful.
Address the equity and inclusion implications of training impact on performance deliberately.
Who Should Attend
Reward and compensation staff whose frameworks interact with training impact on performance.
Public sector officials applying impact on performance within a regulated framework.
Learning and development officers building capability in training impact on performance.
Human resources managers and business partners responsible for impact on performance.
Recruitment and resourcing staff affected by training impact on performance.
Managers with direct responsibility for impact on performance within the workforce.
Course Modules
Training impact on performance: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Getting other functions to support training impact on performance
- Anticipate the objections training impact on performance will raise and prepare the answers.
- Plan succession for roles most exposed to impact on performance.
- Map the handovers in training impact on performance between functions and secure them.
- Design the communication for impact on performance around the questions people will actually ask.
Session 2Testing impact on performance before relying on it
- Define the trigger that would require training impact on performance to be redesigned.
- Script the difficult conversation impact on performance requires and rehearse it.
- Pilot changes to training impact on performance in one area before wider rollout.
- State the purpose of impact on performance in one sentence a new manager would understand.
Impact on performance: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Building manager capability in impact on performance rather than owning it centrally
- Test the procedure for training impact on performance against a realistic scenario.
- Set the annual review point for impact on performance and who attends.
- Estimate the cost of training impact on performance and the cost of leaving it unchanged.
- Train line managers on impact on performance rather than handling every case centrally.
Session 2Piloting a change to impact on performance before committing
- Set the review interval for training impact on performance and who attends.
- Set the consistency check that catches uneven application of impact on performance.
- Define who decides on training impact on performance and who may only recommend.
- Measure the effect of impact on performance on retention and performance, not activity.
Impact on performance: fairness, equity and consistency
2 sessions · 8 pointsSession 1What to measure in impact on performance and what to ignore
- Compare the cost of training impact on performance with the cost of its absence.
- Build the appeals route for impact on performance and publish it.
- Agree the indicators that will show whether training impact on performance is improving.
- Establish what evidence demonstrates impact on performance is under control.
Session 2Keeping records on training impact on performance that are lawful and useful
- Build the internal briefing that explains training impact on performance to those affected.
- Compare intended and actual outcomes of impact on performance honestly.
- Identify the data the organisation already holds that bears on training impact on performance.
- Set escalation thresholds for impact on performance that work out of hours.
Impact on performance: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Writing a policy on impact on performance a line manager can actually use
- Rehearse the briefing on training impact on performance that would follow an incident.
- Ask employees what impact on performance feels like from their side.
- Distinguish symptoms from causes when training impact on performance underperforms.
- Document the reasoning for every exception granted under impact on performance.
Session 2What your existing data already says about impact on performance
- Identify single points of dependency in training impact on performance and reduce them.
- Establish the boundary of impact on performance and record what sits outside it.
- Check that training impact on performance still works when volumes rise unexpectedly.
- Close out actions on impact on performance rather than leaving them open indefinitely.
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.