With the right practices, any training program can accelerate performance while delivering economic benefits; and as a focused and practical manager of a training function, you can lead the charge within your own organization. In this certificate, focus in-depth on effective methods to manage the entire scope of your organization's training effort. You will examine practical ways, sound techniques, and proven ideas to manage your organization's training and yield tangible, bottom-line results.
You will receive a Training Manager’s Tool Kit which contains the Training Function Systems Audit. In addition you will receive a 16 point Instructor Competency Inventory and a 32-point Course Designer Competency Inventory.
You will receive 1.9 continuing education units (CEUs) from The Training Clinic when you successfully complete this certificate program (19 contact hours). Ten contact hours equal one CEU. For questions on CEUs call 800.937.4698.
There are no prerequisites. Some knowledge of training design and presentation is helpful, but not required.
Who Should Attend:
This certificate program is designed for training managers, performance consultants, "departments-of-one" who run a training function for an organization or business unit, or those interested in joining their ranks. People in each of these areas will find these four fast-paced sessions engaging and full of proven ideas, tools, tips, checklists, and more.
Certified Master Facilitator, The Training Clinic
In this certificate you will learn to:
- Identify gaps in key training and development roles needed in your organization.
- Develop a vision, mission and function priorities statement.
- Use practical recommendations to prioritize and keep your sanity as a ‘department of one’.
- Practice using training function audit tools to benchmark your function and identify areas for improvement.
- Use an eight step consulting approach to manage your training function.
- Learn how to contract for results, not just training activities/events.
- Assess your skill level with seven key consulting roles and determine when to use each.
- Use a nine-part plan to build alliances and work successfully with line managers and employees.
- Practice how to gain management's commitment to performance improvement.
- Describe the training manager’s role using 5 diagnostic tools to determine performance problems: Use:
- Performance analysis to determine if training is the issue.
- Goal analysis to make vague requests more specific.
- Survey approach to sort out needs vs. wants.
- Contextual analysis to identify how, when and where to conduct training.
- Post-training performance analysis to identify what hinders transfer of training.
- Identify essential elements of performance enhancement plans and training proposals.
- Review options for contracting with your internal clients.
- Identify powerful yet simple techniques to market your training function.
- Evaluate how you supervise and develop trainers using a 16 point competency tool.
- Describe the training manager’s role using 4 tools to supervise and coach instructors. Identify:
- How to use a skill performance checklist to provide useful feedback.
- How to use five steps of adult learning when facilitating any course.
- Pacing of methods to avoid boredom
- Why instructors don’t perform as expected.
- Evaluate how you supervise and develop course developers using a 32 point competency tool.
- Describe the training manager’s role using 4 design tools to supervise and coach course developers. Identify:
- Who needs training.
- The best way to do a task.
- The best learning activities to meet instructional objectives.
- How much practice is required to learn a skill.
- Develop criteria for buying external resources and packaged programs, and hiring consultants.
- Identify specific techniques to assess transfer of learning.
- Apply four tactics to improve learning transfer and involve managers in the process.
- Identify methods to cost justify training and monitor a training budget for classroom and online training programs.
- Develop an action plan to get results.
A Series of 4 Sessions
Additional pre-work and homework will be assigned.
- Certificate introduction and objectives
- Set personal objectives for the session
Unit 1: Manage a Training Function
- Identify key training and development roles
- Define and create your vision, mission and training function priorities
- Learn tips on keeping your sanity as a department of one
- Identify advantages and disadvantage of where a training department reports
- Benchmark your department by conducting a training function systems audit
Unit 2: Internal Consulting Skills
- Determine where you are in the life cycle of a training department
- Identify who are your clients
- Compare traditional training and performance consulting approaches
- Analyze your role in the organization
- Identify when to use a continuum of internal consulting roles
- Use an eight-step consulting process to become proactive and gain results
Unit 3: Diagnose Problems
- Examine the training manager’s role in using five diagnostic tools
- Determine if training is the answer
- Identify options and/or solutions to non-training issues
- Review post training performance analysis
- Make vague training needs specific to get better results
- Use surveys: Sort out training needs vs. wants
- Identify survey assessment issues
- Identify how, when and where to conduct training
Unit 4: Develop a Plan and Gain Support for the Learning Function
- Learn the ten essential components of a performance enhancement plan
- Review a performance enhancement plan example
- Identify criteria for reviewing training proposals
- Determine how you will contract with your client
- Identify and apply strategies to market your programs effectively
Unit 5: Manage the Training Budget
- Cost justify training
- Create a training cost framework
- Conduct a cost-benefit analysis (ROI)
- Find performance indicators to demonstrate training’s benefit
Unit 6: Manage Trainers, Course Developers and Staff
- Establish criteria to select internal trainers
- Develop internal trainers and course developers
- Use a competency tool to assess and develop trainers
- Determine the training manager’s role in using four trainer coaching tools
- Use a competency tool to assess and develop course developers
- Determine the training manager’s role in using five course design tools
- Identify a process to select packaged training programs and/or equipment
- Based on appropriate criteria, select a consultant or external trainer
Unit 7: Make Learning Stick: Transfer of Learning
- Identify barriers to transfer of learning
- Determine whose job is it to apply what's been learned
- Review five tactics to transfer learning
- Help managers prepare their employees for transfer of learning
- Learn how to conduct "level three" evaluation to measure learning transfer
APPLICATION ASSIGNMENT: Complete and interpret at least 3 key areas of the Training Function Systems Audit, identify strengths, areas for improvement and develop an action plan to implement tools and skills learned in the certificate.
Register Early! This course is limited to 20 participants.
- Session 1: Tuesday, November 2, 2021
- Session 2: Thursday, November 4, 2021
- Session 3: Monday, November 8, 2021
- Session 4: Wednesday, November 10, 2021
Each session is 3 hours in length:
All sessions start at 1:00 pm Eastern Time (New York time). Here is the time of the sessions listed in various time zones:
- 10:00 am - 1:00 pm Pacific Time (PT)
- 11:00 am - 2:00 pm Mountain Time (MT)
- 12:00 pm - 3:00 pm Central Time (CT)
- 1:00 pm - 4:00 pm Eastern Time (ET)
For times in other cities, visit this link. All sessions are recorded. In order to earn your Certificate of Completion, you must log in for and participate in each live course and successfully complete any homework assignments by specified deadlines. Recordings of sessions are intended for review purposes only.
2021 Course Rates
2021 Course Rates:
Register Early. Course size is limited.
- Early-Bird Registration 30+ days prior to the course start date: $1,345
- Registration within 30 days of the course start date: $1,495
Train as a Team and Save!
For questions on group discounts please go here.
IMPORTANT - You'll participate in online and collaborative activities in a number of ways, each designed to provide a unique means to interact and learn from experts and colleagues. All course delivery software operates at Internet connection speeds of 56.6 kbps or better, on PC, Mac and Unix platforms. Programs will use teleconferencing or VoIP (voice over Internet Protocol.) The login instructions emailed to you approximately one week prior to the start of the course will outline platform use as well as any headset requirements or suggestions. Each registrant must provide their own laptop or desktop computer in order to fully participate in the course as mobile applications such as Zoom and Adobe Connect have limited feature functionality that may prohibit you from fully experiencing class activities. Please test your login information a minimum of 48 hours in advance on your course start date on the computer you will be using for the course.
How do the Training Manager and the Training Coordinator Certificates Differ?
The Training Coordinator Certificate is about handling the details of a training department using a consulting approach and partnering with internal customers. It is designed to broaden a coordinator's perspective on their administrative role and clarify their responsibilities in different organizations. This certificate exposes participants to skills to help them diagnose problems and develop plans to address the problem. It also prepares a coordinator or administrator to be a better consumer of training products and services by educating them on what good training looks like.
The Training Manager Certificate takes a more strategic view of the training department by looking at the entire scope of the training function. Internal consulting is a key theme throughout the certificate. A function systems audit provides the frame for the tools and skills that are built upon in every unit. This certificate provides a training manager with mechanisms to create and execute the strategic work of the department in service of the organization it supports. Training managers are taught how to link training to the bottom line and use cost benefit analysis in budgeting and evaluation. Tools are provided to help managers supervise and develop trainers, course developers and staff.
What Others Are Saying
Read the testimonials...
Certificate of Completion and eBadge
After successfully completing your online certificate program, you will receive a professionally produced Certificate of Completion and an eBadge. eBadges are transforming how your hard-earned achievements are recognized, shared and rewarded. You can showcase eBadges in your email signature or on social media sites like LinkedIn, Facebook and Twitter.