I.M.P.A.C.T. – A LEARNING AND DEVELOPMENT TRAINING IN THE PHILIPPINES
A Corporate EnterTRAINment on Developing a Learning and Development Program for Employees – a 3-day Learning and Development Training in the Philippines
A Learning and Development Training in the Philippines
ENTERTRAINMENT OVERVIEW:
Talent Development is an indispensable need of any company. Companies who are not interested in it or who hesitate to invest in it only see it as a privilege – something that will not be experienced by employees unless they work for a big company. Some companies, on the contrary, only view it as an add-on or an opportunity that the management can opt not to provide if they prefer to or if they do not have the budget. These people or organizations are those that do not recognize the importance and the vital role talent development plays in the success of any company and the positive impact it brings to employees.
On the other hand, companies who do understand and appreciate talent development believe that a workforce that is more educated, equipped, encouraged, and empowered is able to work more efficiently and is able to contribute more to the company’s profitability and to the client’s overall excellent customer experience.
This is the very reason why effective companies invest in establishing their own talent development teams or outsource their talent development needs to companies and individuals outside of their organizations. Every time they have needs, they can just seek help from these in-house or external practitioners and they can be provided with the most suitable talent development solutions that truly overcome their challenges.
Therefore, it is very crucial that these talent development practitioners (both internal trainers and freelance consultants or independent contractors) have the knowledge, the skills, and the character to assess, design, develop, execute, and appraise the corresponding interventions that do not bark up the wrong tree.
Training is a solution, but it is not the only solution and it is because of this that talent development practitioners must be flexible and versatile enough to determine and justify what will really work for their clients. Otherwise, they are just wasting resources implementing one-dimensional approaches that do not do the trick.
This program will train the participants on the modern-day Talent Development Cycle that one of the country’s best talent development solutions experts, Mentor Myron Sta. Ana has conceptualized himself. This cutting-edge employee learning and development framework is known as IMPACT™, his own version of ADDIE or SAM, the classic training process. The only difference is that it is not only applicable for designing and developing training programs, but generally works for determining the best talent development solution for a certain organizational, departmental, or individual need as well.
Invest in our seminar and equip your training and development or organization development personnel with more, practical, and contemporary knowledge and skills to determine the right solution/s for providing talent development needs and addressing performance and productivity-related concerns without one-dimensionally looking at only training.
IMPACT™ is a talent development model self-conceptualized by one of the top Filipino training experts and professional speakers in the Philippines, Mentor Myron Sta. Ana.
Remember, training is not the only solution to bridging employee and business growth and development gaps. Make sure your HR knows that and knows what to do.
BENEFICIARIES OF THIS PROGRAM:
This 3-day Learning and Development Training in the Philippines is best taken advantage of by:
- Newly promoted training assistants and training specialists who need to learn how to design and develop not only training programs but other learning and development solutions as well.
- Rank-and-file employees who are targeting being a trainer or organization developer as their career path in their companies or personnel that their managers have projected training and development or organizational development as their career track based on their latent abilities.
- Seasoned training professionals and even independent consultants who want to learn the training cycle from a different perspective or simply know about other existing models other than ADDIE and SAM.
- Even for non-training professionals (supervisors and managers) that want to know how to develop training programs and other talent development interventions for the organizations they work for.
KEY LEARNING OUTCOMES:
By the end of this 3-day Learning and Development Training in the Philippines on the IMPACT™ Talent Development Model, the participants are ought to:
- Master IMPACT™ by going thru the six different phases and understanding the concepts and the tools that come with each one of them.
- Apply IMPACT™ as the modern-day version of ADDIE or SAM in designing and developing talent development solutions that really bridge learning gaps and address employee and organizational concerns.
- Transform themselves from mere trainers to talent development solutions experts who acknowledge and appreciate that training is not the only solution to learning and development needs and that the most tailor-made interventions must be analyzed and designed.
- Value IMPACT™ as a talent development strategy that molds effective workforce and management whose efforts are aligned with both the business targets and their staff’s individual career goals.
WHAT’S IN IT FOR THE PARTICIPANTS?
- Whether it is training or some other talent development solutions, this process is a reliable, practical, and workable basis to address any performance gap or organizational need.
- Although ADDIE or SAM still works and is easy to remember, the IMPACT™ process offers a fresh and unique perspective to talent development program design; not to mention that the word “IMPACT” is a common talent development jargon itself, which practitioners and wannabe practitioners can relate more to. In other words, IMPACT™ makes more sense than ADDIE or SAM mnemonic-wise.
- The process is very easy to remember and apply that even those newly promoted training professionals or non-training individuals can effortlessly learn and put to practice themselves.
ENTERTRAINMENT OUTLINE:
MODULE 1: TALENT DEVELOPMENT 101
- What is Talent Development?
- Benefits of Talent Development
- Myths about Talent Development
- Challenges of Talent Development
- Stakeholders of Talent Development
- Focuses of Talent Development
- Scope of Talent Development
- Domains of Talent Development
- Roles of Talent Development Professionals
- Duties and Responsibilities of Talent Development Practitioners
- Contemporary Adult Learning Principles
MODULE 2: IMPACT™ PHASE ONE: (I)NITIATE THE PARTNERSHIP
- Convergence of the key stakeholders and the talent development project team members
- Acquisition of client’s support of the need and of the requirement of a talent development consultant.
- Compliance with the client’s requirements
- Orientation and consensus of the talent development team
- Planning the talent development strategies
- Understanding and gaining agreement
- Talent Development Tools and Documentation
MODULE 3: IMPACT™ PHASE TWO: (M)AKE CERTAIN THE NEED AND CLIENT’S HYPOTHESIS
- Needs Assessment or Analysis 101
- Process for conducting needs assessment or analysis
- Levels of needs assessment or analysis (Macro and Micro levels)
- Needs Assessment or Analysis Methodologies or Strategies
- Do’s and Don’ts of Needs Assessment or Analysis
MODULE 4: IMPACT™ PHASE THREE: (P)ROPOSE THE TALENT DEVELOPMENT SOLUTION
- Reporting the Needs Assessment or Analysis Findings, Analysis, Interpretation, and Recommendation
- Solution Proposition and Approval Process
- Tips for Pitching the Recommended Solution to the Clients
MODULE 5: IMPACT™ PHASE FOUR: (A)SSEMBLE THE PROPOSED INTERVENTION
- Understanding the Learner and the Learning Process
- How to establish SMART talent development goals and objectives
- Formulating a Goals and Objectives-based Talent Development Plan (Ms of Planning)
- Identification and Consideration of Target Group’s Demographics, Knowledge and Skill Levels, Learning Styles, Communication Preferences, Cultural Diversity, and Multiple Intelligences
- Different Talent Development Solutions (Upside , Downside, and Tools)
- Training Design Methods, Techniques, and Activities (In case, Training is the Solution)
- Design of Materials and other Resources on the Basis of the Target Audience’s Diversity
MODULE 6: IMPACT™ PHASE FIVE: (C)ARRY OUT THE MUTUALLY-AGREED INTERVENTION
- Implementation Strategies Before, During and After the Proposed Solution or Intervention
- Implementation Monitoring, Feedback and Correction/Enhancement Mechanisms
- Tools and Documentation
MODULE 7: IMPACT™ PHASE SIX: (T)EST THE EFFECTIVENESS OF THE INTERVENTION
- Types of Evaluation (Formative and Summative)
- Levels and Tools of Evaluation (Donald Kirkpatrick’s Four-Level Learning Evaluation Theory)
- Feedback, Response, or Reaction
- Learning
- Transfer of Learning or Change in Behavior
- Results
- The Dos and Don’ts of Facilitating
NOTE: This is just our off-the-shelf or ready-made training outline. This program can be customized to meet the learning expectations of the learners and the goal this training is called for.
Check out our other Train the Trainer competencies-related programs at:
Train the Trainer Training in the Philippines
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