- Appreciate the importance of organizational context and stakeholder requirements in training management
- Understand the basic of knowledge management and how to build the culture of knowledge management.
- Determine organizational, group and individual learning needs
- Learn to identify training solutions and adopt an effective training strategy.
- Understand the significance of the training cycle of ISO 10015 and ADDIE model.
- Motivate the ongoing enhancement of learning;
- Nurture the development and retention of knowledge.
- Develop a process for designing, implementing and evaluating training techniques.
- Develop a employees engagement strategy as a tool for competence development.
- Evaluate competences at organizational, group and individual levels
- Introduction to Knowledge management
- Knowledge development
- Knowledge conveyance and transformation
- Knowledge management enablers
- Knowledge management culture
- Context of the organisation
- External issues (e.g. statutory and regulatory requirements, technological advances);
- Internal factors (e.g. mission, vision, strategic objectives, values and culture of the organization, range of activities or services, resource availability, organizational knowledge);
- Needs and expectations of relevant interested parties (e.g. regulators, customers, society).
- Determining competence needs
- Organizational competence
- Team or group competence
- Individual competence
- Assessing current competence and development needs
- Competence management and people development Planning
- Programme structure
- Implementing Programme
- Team development programmes
- Individual development programmes
- Roles and responsibilities
- Evaluating the impact of a competence management and people development programme
- Evaluating at an organizational, team, group or individual level
- external and internal audits or key performance indicators;
- levels of complaints and customer satisfaction;
- rates of nonconformity and productivity;
- levels of staff engagement and retention;
- team or group performance against objectives or benchmarking;
- monitoring and observation;
- appraisals and individual performance reviews;
- reviews of personal development plans and the attainment of qualifications
- Determining future competence and people development needs
- Case Study
- Individual Exercises
- Role Play
- Group Exercises
- Group Presentation
- Examination