Leading the Institutional Training and Development Function
1Summary
Many organisations still treat the training unit as an administrative function that books rooms and tracks attendance, when in reality it is one of the biggest levers for improving performance and closing skill gaps. Getting it right takes more than good intentions — it takes a clear structure, the right tools, and a team that can translate business needs into training that actually changes how people work.
This training course, delivered by the Arab British Fellowship Training Academy, gives participants a practical framework for running a training and development unit from the ground up: identifying what the organisation actually needs, designing and delivering programmes that meet those needs, and proving the value of training through data and results.
2Objectives and target group
Who Should Attend?
- Training and development managers and unit heads within organisations
- HR professionals responsible for the training function
- Internal and external trainers and training consultants
- Team leaders and managers looking to raise their team's performance through training
- Anyone preparing to take on responsibility for a corporate training function
Knowledge and Benefits
By the end of the programme, participants will be able to:
- Position the training unit strategically within the organisation and define its structure and roles
- Conduct needs analysis that ties training directly to business priorities
- Design curricula, choose delivery methods, and build training calendars that work for the institution
- Manage training budgets, resources, and the tools and technology that support delivery
- Recruit, develop, and lead a capable training team
- Evaluate training effectiveness, use data to improve programmes, and report results with a clear ROI story
- Build a long-term training strategy and a culture of continuous learning
3Course Content
Module 1: The Strategic Role and Structure of the Training Unit
- Why training units matter to organisational performance
- Key responsibilities and functions of training managers
- Organisational models, roles, and communication structures within the unit
- Aligning the unit's goals with wider organisational strategy
Module 2: Reading the Organisation — Needs Analysis and Priorities
- Conducting needs analysis to identify skill gaps and learning requirements
- Collaborating with departments to understand their training needs
- Prioritising training needs against organisational goals
Module 3: Designing Curriculum That Fits the Audience
- Steps for designing a comprehensive training curriculum
- Tailoring content to learning objectives and audience needs
- Integrating new learning methodologies and technologies into content
Module 4: Choosing How to Deliver Training
- Comparing delivery methods — face-to-face, e-learning, and blended learning
- Matching delivery method to training need
- Building interactivity and engagement into training sessions
Module 5: Planning the Training Calendar and Logistics
- Structuring sessions to maximise engagement and retention
- Building a training calendar that fits institutional needs
- Coordinating logistics and resources for smooth delivery
Module 6: Budgeting and Resourcing the Training Function
- Developing and managing the training budget
- Allocating resources to maximise training outcomes
- Leveraging internal and external resources cost-efficiently
Module 7: Tools, Technology, and Learning Management Systems
- Choosing the right platforms and tools to support training
- Integrating a learning management system (LMS) into the training infrastructure
- Ensuring reliable technical support for delivery
Module 8: Building and Leading a High-Performing Training Team
- Recruiting, selecting, and retaining qualified training professionals
- Supporting continuous professional development for trainers
- Motivating and leading the team toward strong performance
Module 9: Measuring Impact — Evaluation, Data, and ROI
- Setting clear criteria for evaluating training success
- Measuring learning outcomes, tracking KPIs, and analysing performance data
- Using feedback loops to continuously refine training initiatives
- Reporting results to senior management and demonstrating return on investment
Module 10: Building a Strategic, Future-Ready Training Plan
- Aligning training programmes with long-term organisational objectives
- Setting short- and long-term goals for the unit
- Adapting to emerging trends, new technologies, and a changing workforce
Module 11: Building a Culture of Learning and Development
- Fostering a continuous-learning culture across the institution
- Encouraging leadership development and self-directed learning
- Creating professional growth opportunities at every level