Managing Training & Return On Investment Training Course

Overview Objectives Audience Methodology Contents Certificate FAQ's

Course Overview

An organization’s success and leadership in the 21^st century depends upon its ability to rapidly change and grow. Organisations must meet the multiple demands of a changing marketplace with continuous learning and new skills. Organisations are striving to continuously learn and can rapidly adapt work environments, processes, roles and competencies to new challenges. The structure and processes of an organisation’s work is changing at an accelerating rate. Customer focused organisations emphasise effective processes and often structure themselves as entrepreneurial teams working with other teams to create value and profit.

The Managing Training & ROI course is intended to provide the participants with an understanding of the importance of effectively identifying the roles & responsibilities needed to be competitive; know how to address changes in their roles and available resources; realize the importance of a continuous learning organisation; be a solution-seeker in defining learning objectives; and know how to shift from the activity of training to being productive in measuring the organisation’s return on investment.

Important Features

The important features of the Managing Training and ROI course are:

Self-analysis: Where am I now and what do I know (or not know)?
Organisational-analysis: How are we approaching team building now?
Application of principles learned: How will I apply what is learned in my work environment? How can I be an effective leader in training? How can I develop an effective methodology to measure our return on investment in training?
Table Group Discussions: What can I learn from others?
Feedback PIP Exercises: Assessing learning through putting Principles into Practice

Learning Objectives

The Managing Training and ROI course is based on accomplishing these objectives:

To increase the delegate’s knowledge of:
- Meeting the organization’s competency/skill needs
- Providing a focus for workforce demographics, retirement projections, and succession planning.
- Providing a clear rationale for linking expenditures for recruitment, training, employee development, retention, and other human resource programs to the organisation’s long-term goals and objectives
- Providing managers with tools to address changes in program direction that impacts that type of work being performed
- Assisting managers in creating a high-quality workforce capable of continually growing and changing
- Assisting managers in identifying partnering, outsourcing, delayering, and reorganizing opportunities
- Improving the organization’s brand and the market perception of the enterprise’s long-term viability
- Aligning and exploiting business opportunities by having a better understanding of the workforce capabilities and what is needed.
- Meeting strategic, operational, and tactical goals
To improve skills in:
- Diagnosing and solving training issues
- Building individual capacity and being able to measure the return on investment
- Continuous Improvement
- Written and oral communication
- Critical thinking and analysis
- Tracking and Measuring Performance

Target Audience

The Managing Training and ROI course is designed for:

All professionals & leaders who desire an in-depth knowledge of best practices in managing training
Anyone who is interested in developing their capacity as a manager of training
Anyone who has the responsibility for enhancing workforce development and training in today’s rapidly changing global business environment

Attendance to this course would enable delegates to learn and apply advanced principles of managing training and ROI in order to build workforce capacities & corporate transformation.

Training Methodology

Our highly practical experiential learning method is results-oriented; based on an adult learning concept; incorporates short inspiring lectures with structured lessons from the learning manual; captivating PowerPoint slides with videos to enhance learning; ongoing discussions with action planning; ample time for Q&A; training activities to reinforce key concepts within a fun learning environment; and is designed to function as an interactive group process with delegates continuously building their capacity through interaction, experiential learning and learning the importance of being successful in Managing Training and ROI.

Pre & Post course assessments will be used to measure the effectiveness of this training.

Course Contents

Module 1 -Strategic Direction Setting

Key Topics

Our Current Challenges
- Self-Assessment
- Organisational Assessment
Identify Parameters for your Workforce Planning Model
Clearly, understand why you are doing workforce planning
- Identify resources available
- Adapt models, strategies, tools, and processes to your organizational environment and needs.
- Concentrate on planning outputs that are organisationally meaningful and which support program objectives, budget requests, staffing requests, and strategic plans.
- Training, coaching, technical assistance and other support as offices prepare to use models, strategies, and tools.
- Begin with a set of assumptions that set the scope of workforce planning within an organization
Create your Workforce Profile
Feedback PIP Exercise #1

Module 2 -Supply, Demand, Discrepancies

Key Topics

Using the 10 Key Element Strategic Questionnaire
GAP Analysis
GAP Calculation
GAP Prioritization
Design a workforce plan to address skill gaps
Using a Skills-Knowledge Database
Identify Strategy and Action Items
Management, Leadership, and Support
Recruiting, Hiring, and Placement – foundations for skill gaps
Training as part of your Retention Strategy
Feedback PIP Exercise #2

Module 3 -Developing an Action Plan

Key Topics

The cost associated with the strategies for addressing competency or skill gaps
How to keep corporate knowledge from being lost?
What skills are currently vital to the accomplishment of the agency’s goals and objectives?
How is the agency addressing skill imbalances due to attrition, including retirement over the next 5 years?
Are there ways to maximize recruitment in order to minimize training needs of new employees?
Explore training, retraining, relocation, or recruiting options for filling competency gaps
What retention strategies are necessary and most feasible?
What are the costs of these retention strategies?
Are there alternative training mechanisms (training, education)?
Can needed skills be obtained through sharing of resources?
Cost-effectiveness of contracting, outsourcing or using volunteers.
Implementation of career development programs.
Feedback PIP Exercise #3

Module 4 - Implement the Action Plan: Monitor, Evaluate, Revise, Improve

Key Topics

Review performance measurement information
Assess what is working and what is not working
Adjust the plan and strategies as necessary
Address new workforce and organisational issues that occur
Communicate changes needed
Criteria for measuring training success
Feedback PIP Exercise #4

Module 5 - Return on Investment as a Measure

Key Topics

Forecasting and Measuring Costs
- Design and development costs
- Promotional costs
- Administration costs
- Faculty costs
- Materials
- Facilities
- Student costs
- Evaluation costs
Forecasting and measuring benefits
- Labour savings
- Productivity increases
- Other cost savings
- Other income generation
Calculating return on investment
- Payback period
- Simplifying the process
Making ROI work for you
Feedback PIP Exercise #5

Classroom Session

Dubai

09 - 13 Nov 2026

$5,600

Cairo

14 - 18 Dec 2026

$5,600

Dubai

25 - 29 Jan 2027

$5,600

London

08 - 12 Mar 2027

$5,950

Singapore

31 May - 04 Jun 2027

$5,950

Dubai

05 - 09 Jul 2027

$5,600

Abuja

06 - 10 Sep 2027

$5,600

Dubai

08 - 12 Nov 2027

$5,600

Cairo

06 - 10 Dec 2027

$5,600

More Schedules

Online Session

Duration: 2 Hrs X 8 Days

Starting Date

01-Dec-2026

$3,000

Starting Date

15-Mar-2027

$3,500

Starting Date

22-Jun-2027

$3,500

Starting Date

14-Sep-2027

$3,500

Starting Date

06-Dec-2027

$3,500

More Schedules

Related Category

Share These Course

Certificate

Upon successful completion of this training, participants will receive a PROMISE Certificate of Completion.

Certificate

Upon successful completion of this training, participants will receive a PROMISE Certificate of Completion.

This Program has been approved for 25.00 HR (General) recertification credit hours toward aPHR , aPHRi , PHR®, PHRca®, SPHR®, GPHR®, PHRi and SPHRi recertification through HR Certification Institute® (HRCI®)

testimonials

[testimonial_heading]

An exceptional learning experience. This stands out as one of the most comprehensive and well-structured courses I have encountered in my career.