Champion Employee Development: Establish Team Learning Needs
About This Course
This programme will help the learners gain conceptual understanding behind Learning and Development scope and the application of Learning and Development initiatives.
At the end of the course, learners will be able to:
- Apply pattern recognition techniques to evaluate diverse information sources on impact to organisation’s Learning and Development strategy
- Adopt Learning Need Analysis to research and collect information on organisation’s learning needs and performance gaps
- Apply stakeholder analysis for effective stakeholder engagement and communications
- Integrate new information sources with cross-discipline knowledge to develop Learning & Development Strategy
- Integrate stakeholder’s inputs to recommend decisions and prioritisation approaches to develop the workforce
- Analyse organisation to identify areas to create Learning and Development Opportunities
- Evaluate Learning and Development Effectiveness and recommend changes to pro-mote knowledge transfer and transdisciplinary collaboration
What You'll Learn
The course provides them with the knowledge and ability to develop a system that invests not only near-term skill needs but also in workers’ long-term resilience through developing their capabilities as part of work and embracing a dynamic relationship with the organisation’s broader ecosystem; to help build long-term organizational resilience as well.
The learning and development strategies depict how organisations develop and realise their workforce capabilities, skills, knowledge, and potential. Therefore, it is critical that HR and people managers can develop and define a learning and development plan that acts as a roadmap for employees and helps to support their career and personal development, such as identifying key roles and grow their talents to fill skill gaps.
This course is relevant to Human Resource professionals, professionals who are planning a career switch to HR or people managers who are developing learning and development strategies to build their organisation’s workforce capability.
Entry Requirements
Intermediate - Non-Management and/or Management Staff & Junior Managers and/or Senior Executives Non-PME
It is assumed that the participant’s should minimally possessed the following profile:
• Possess minimum of Diploma or equivalent level of education; or
• Be able to speak, listen and read English at a proficiency level not lower than the Employability Skills Workforce Skills Qualification (ES WSQ) Workplace Literacy (WPL) Level 7; and
• Have more than 1 years or more of work experience; and
• Have at least 1 year’s experience in a supervisory or managerial role