Course Description

Aligning Learning and Development to Drive Business Results is a two-day course that empowers learning professionals to develop and implement successful learning and non-learning strategies aimed at achieving key business objectives. Participants are equipped with solid fundamentals and good practices in enhancing capability to make major contributions to driving business growth.

Target Participants

Training/L&D Managers/HR Managers responsible for developing and managing training strategy, policies and practices
Trainers/Training Specialists with considerable years of experience and who will eventually manage training units.

Course Objectives

At the end of the program, the participants shall be able to

  1. Differentiate “Business-as-Usual” Results with “Strategic” Business Results
  2. Distinguish “Strategic” L&D and “operational” L&D
  3. Utilize Performance Analysis Frameworks to identify business requirements and appropriate learning solutions
  4. Develop a Business-Oriented People Strategy and apply it their specific situation

 

Target Competencies

  1. Business and Performance Improvement
  2. Management of Learning Function

Investment Rate

PSTD Member : Php 15,000.00 inclusive of VAT
PSTD Non – Member : Php 17,000.00 inclusive of VAT

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Course Content

Module I: Business Strategy: Source of Strategic Business Results

  1. Understanding your business strategy
  2. What to do when business strategy is not clear?
  3. What to do when mission, vision, strategy is not clear?
  4. Developing mission, vision, strategy that leads to relevant Business Results Scorecard
  5. Vision, Mission, Values that lead to building culture that supports achieving strategic business results
  6. Aligning with business strategy
  7. Differentiating “Business As Usual” results vs. Strategic Business Results

 

Module II: Strategic Learning and Development

  1. Differentiating “strategic” and “operational” Learning and Development
  2. World-class practices in Learning and Development
  3. Analyzing and improving Learning and Development practices
  4. Distinguishing L&D “Practices” and L&D “systems”.

Module III: Performance Relationship Map

  1. Determining what information is important and what is unnecessary
  2. Asking the right questions
  3. Identifying business/ performance requirements
  4. Identifying training and work environment needs

 

Module IV: Analyzing Performance Problems Framework

  1. Developing the performance problem statement
  2. Differentiating between training and non-training solutions
  3. Providing feedback to management

 

Module V: Business-oriented People Strategy

  1. Identifying key business priorities
  2. Analyzing why gaps exist
  3. Developing the people strategy and plan using a broader lens of people management
  4. Integrating leading successful change principles into the people plan
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