I have been asked tomake a short (two hour) presentation on "Training and Development" to a group of international managers.
My initial thoughts are that I should start by exploring adult learning. Move on to look at the spectrum of training and training needs definition and finish with an exploration of the roles, responsibilities and practicaliites of trainers, training designers, the technology and the learners.
Any thoughts on these and what have I missed.
Jeremy Hall
2 Responses
Selfishness
Generally managers are under pressure to achieve measurable results through their staff. So by including each of the topics with how they personally benefit will keep them switched on.
Using evidence to show the return on investment for them as a result of the training can also be persuasive and get management buy in.
2 hours is a long presentation and for each section an interactive ‘questions from the floor’ should be added into the session.
Good luck with it!
TBD Global Ltd
http://www.tbdglobal.com
Different Perspectives
One thing I would build in very early on is a benchmark for exactly what it is you are talking about. What we mean by T&D here in the UK can mean very different things elsewhere in the world, especially if you are working across cultures (for example, here in the UK we have one of the most advanced ideas of what constitutes output based learning and occupational standards. I did some work with colleagues in Canada recently, and their view of ‘competence based training’ for example looked very much like a traditional classroom baseed educational syllabus – not what we mean here in the UK at all.)