Cognicert Training Professional Course

Identify competence needs, plan people-development activities and evaluate whether training supports workplace performance.

Connect these tasks to the training professional role. Use the detailed programme to identify the methods, exercises and application areas most relevant to your work.

• 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