A training budget spent on the wrong programme delivers no return, no matter how well it's delivered. Organisations that get real value from training start with a clear distinction between two concepts: training equips people with the specific skills and knowledge required to meet current job standards, while development prepares them for bigger, more demanding roles and responsibilities down the line.

This training course from the Arab British Fellowship Training Academy shows participants how to align training and development with both short- and long-term business needs, measure the return on training investment, and build evaluation cases that help the organisation prioritise learning and grow a genuine development culture.

Who Should Attend?

• Training and development managers.
• HR management specialists.
• Individuals responsible for designing and implementing training programmes.
• Leaders looking to develop their team's skills.
• Professionals aiming to improve their organisation's training and development strategy.

Course Objectives

• Measure training effectiveness using specific tools and evaluation methods, and apply the results systematically.
• Identify training needs and allocate resources to match them.
• Design and deliver effective training programmes, following recognised best practice, that meet organisational needs and improve employee performance.
• Prepare and execute long-term professional development plans that support employee growth and organisational goals.

Module 1: Measuring Return on Training Investment

• Evaluation tools and techniques, including feedback surveys and the Kirkpatrick Model.
• Assessing performance after training is complete.
• Comparing evaluation results against the programme's original objectives.
• Analysing the long-term impact of training on employee performance and using the findings to improve future programmes.

Module 2: Understanding Why Training and Development Matter

• The role of training and development in enhancing individual and team performance, supporting innovation, and achieving strategic objectives.
• Comparing training types and methods: traditional versus e-learning, on-the-job versus online, project-based and interactive learning.
• Setting strategic, SMART, and measurable training goals linked to organisational objectives.

Module 3: From Needs Analysis to Programme Design

• Analysing training needs and identifying gaps between current skills and future requirements, using tools such as surveys and interviews.
• Planning programmes: resources, budget, and scheduling.
• Designing innovative programmes using e-learning and blended learning, and customising content to engage and motivate trainees.

Module 4: Delivering and Managing Training Sessions

• Implementing training activities according to schedule and ensuring a suitable learning environment.
• Managing sessions: communicating effectively, handling varying trainee skill levels, and ensuring active participation.
• Selecting the training methods, technological tools, and practical activities that best fit the programme's goals.

Module 5: Building a Sustainable Development Culture

• Creating long-term, sustainable training programmes and embedding professional development into the organisation's culture.
• Motivating employees to participate through incentives and clear links between training and career growth.
• Designing career paths and monitoring employee development after training is complete.