Managing the Training Function For Bottom Line Results: Tools, Models and Best Practices

This book presents time saving strategies, tactics, and a host of job aids to get the best result from the corporate learning function. It will serve both as a must-have reference tool and as a practical survival guide for workplace learning professionals who face unique challenges in accomplishing their responsibilities. Several strategies and tactics are offered to organize the roles and responsibilities of the training function. There's authoritative advice, too, for managing the function including staff management, communicating expectations, setting the learning agenda, coaching subject matter experts, hiring consultants and vendors, managing content, working with learning portals, setting up and managing a learning resource center, marketing and building internal support for training, and integrating learning into the business.

Table of Contents:
Case Studies, Tools, and Exhibits. Contents of the CD-ROM. Acknowledgments. Introduction. Chapter 1: Training Function Systems Audit. Define a Training Function. Clarify which roles and responsibilities apply to ten key areas your current function. Benchmark major activities performed by training managers and generate a report card score for the training function. Identify performance gaps and target parts of this book that will be of greatest help in developing the training manager's skills. Learn how one organization used the training department systems audit to improve its operation. Chapter 2: Prioritize Training Responsibilities. Identify Key Duties and Responsibilities for the Training Function. Develop Priorities Consistent with the Business Plan. Link Assessments to Vision, Mission, and Business Plan. Develop a Training Department "Mission Statement". Anticipate Future Needs and Use Short-Term and Long-Term Planning. Develop Your Own Job Description. Prepare, Monitor, and Modify a Budget. Ensure Legal, Ethical, and Regulatory Compliance. Participate in Outside Professional Organizations. Keep Up-to-Date with Training Trends. Chapter 3: The Performance Consulting Approach to Managing a Training Function. What a Performance Consulting Approach Is. Benefits of a Performance Consulting Approach. Performance Consulting Roles, Multiple Roles of a Trainer. Performance Consulting Role Choices. Eight-Step Performance Consulting Process. Strategies in Transitioning to a Performance Consulting Approach. Chapter 4: Gain Support for the Training Function. Identify the Benefits of Building a Partnership Between Managers/Supervisors and the Training Function. Identify Tactics to Build the Partnership Before Performance Interventions. Identify Tactics to Build the Partnership During Performance Interventions. Identify Tactics to Build the Partnership Following Performance Interventions. A Final Strategy. Chapter 5: Project Management Skills for Training Managers. Project Management and the Eight-Step Consulting Process Initiate a Project by Assessing the Need to Create a Project Team and Gain Authorization. Plan the Project. Use Project Management Tools Appropriately to Execute the Project. Use Project Management Tools to Control the Project. Close Projects Appropriately. Chapter 6: Select Training Programs and Packages. Identify Essential Elements of the Buying Process. Write a Request for Proposal (RFP). Identify External Resources. Set Criteria to Review Training Program Proposals. Determine Lessons Learned from Purchasing Pitfalls. Chapter 7: How to Hire a Consultant or External Trainer. Select a Consultant or External Trainer. Find the Right Kind of Consulting Help. Interview a Consultant. Monitor the Consultant's Work. Chapter 8: How to Manage a Training Staff. Make Staffing Choices. Select Internal Trainers. Give Feedback to Internal Trainers. Improve Internal Trainer Skills. Use Different Types of Training Methodologies. Use a Variety of Trainer Roles. Maintain Courses. Develop a Leader's Guide. Use Competencies to Supervise, Coach, and Develop Trainers and Course Designers. Appreciate the Benefits of Certification Programs. Chapter 9: Select and Coach Subject-Matter Experts as Internal Trainers. Select Subject-Matter Experts as Internal Trainers. Establish an Internal Trainer Selection Process. Chapter 10: Successful Strategies for Marketing Training Internally. Define Marketing. Identify Successful Techniques to Market the Training Function. Create a Partnership with Supervisors to Avoid "No Shows" at Training Events. Chapter 11: Publicize Training Events. Publicize a Variety of Training Services. Prepare Training Announcements, Course Catalogues, and Brochures. Write Training Announcements. Publicize Training Results. Use Recognition Tools. Brown Bag Seminars. Decide How Often to Maintain the Website. Chapter 12: Smoothly Administer Training Events. Plan Training Events. Scheduling Training Events. Workshop Registration Process. Common Features of Software. Workshop Confirmation Process. Final Workshop Preparation. Workshop Follow-Up. Chapter 13: Set Up Off-Site Training Events. Negotiate and Coordinate with Hotels for Off-Site Meeting Rooms. Make Travel Arrangements for Instructors and Training Participants. Chapter 14: Set Up and Run a Corporate Resource Center. Maintain a Corporate Library and Resource Center. Purchase Audiovisual Equipment. Maintain Equipment and Inventory. Order Training Materials and Supplies. Produce Audiovisual and Written Materials. Monitor Tuition Reimbursement Programs. Appendix A: Bibliography. Appendix B: Training Resources. Appendix C: Five Steps of Adult Learning.