Description
The training function is found at the conjunction of two phenomena. On the one hand, training reform questions budgets and processes. On the other hand, access to knowledge and ways of learning are undergoing profound change. The challenge is to position itself as an internal provider of effective solutions to develop skills and performance. Several avenues of innovation are opening up, with digital technology, but also with on-the-job training and informal apprenticeships. Training managers, your role is evolving! This training will allow you to work on your posture and enrich your internal solution proposition.
Who is this training for ?
For whom ?
Training manager, HR, HRD.
Prerequisites
Training objectives
Training program
- Identify the development factors in the profession of
- Training Manager Diagnose the positioning of the function: within the HR function; with respect to other support functions and operational staff.
- Measure the impact of the training reform on the conduct of the training policy.
- Take into account new ways of learning.
- Position yourself as an internal consultant Define and enforce the conditions for training's contribution to value.
- Situate your role in supporting change.
- Co-build solutions, with internal clients and external service providers: adopt the right posture: advice, listening, assertiveness.
- Propose innovative solutions adapted to the needs of operational staff
- Analyze the relevance of the training offer and current resources.
- Use all levers to develop skills: training in the workplace, informal learning...
- Build a flexible and modular training offer.
- Enforce the conditions for success of all-remote or mixed systems.
- Contribute to HR marketing, internal and external
- Move from the training plan to a service offering.
- Apply a marketing approach: diagnose the 'customer experience' of operational managers and employees; diversify approaches according to targets.
- Make training an element of the employer brand.
