Course in Identifying Training Needs and Preparing Development Plan

Introduction to Training and Its Organizational Importance

• The concept of training and its relationship to organizational performance.

• The role of training in achieving professional excellence and sustainable development.

• The link between training and human resources strategy.

Concepts of Training Needs Assessment

• Definition of training needs and their various domains.

• Types and levels of training needs (individual – functional – organizational).

• The importance of distinguishing between actual and assumed training needs.

Methods of Data and Information Collection

• Using interviews, surveys, and field observations.

• Analyzing individual and team performance as a data source.

• Reviewing administrative reports and past performance indicators.

Data Analysis and Skill Gap Identification

• Methodologies for analyzing gaps between current and required performance.

• Identifying skills, knowledge, and behaviors that need development.

• Utilizing statistical analysis tools to interpret study results.

Linking Training Needs to Organizational Goals

• Prioritizing training needs based on work directions.

• Translating needs into measurable training objectives.

• Integrating the training plan with the organization’s operational plans.

Designing the Training and Development Plan

• Steps to create a comprehensive and time-bound training plan.

• Allocating human and material resources to implement the plan.

• Preparing integrated training schedules and programs for all levels.

Organizing and Implementing Training Activities

• Standards for selecting trainers and training service providers.

• Determining suitable training methods for different needs.

• Managing program schedules and training logistics effectively.

Internal Marketing of Training Programs

• Motivating employees to actively participate in training.

• Highlighting training as an investment in human capital.

• Building a culture of continuous learning within the organization.

Evaluating Training Effectiveness

• Levels of training evaluation according to Kirkpatrick’s model.

• Analyzing the return on investment (ROI) of training programs.

• Tools and methods to measure the impact of training on performance.

Continuous Improvement and Development of the Training Plan

• Reviewing and updating the training plan based on results.

• Ensuring the sustainability of institutional development programs.

• Integrating feedback to enhance the overall training system.