Leadership Capacity Development Training

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Executive Summary

Professional Training Group presented Leadership Capacity Development Training proposal to MOA Logistics.
ADDIE Model and concepts of adult learning were used in the proposal.
Training areas included performance management, leadership skills, activity planning and time management, reward and recognition among others.
It covered concepts human resource management such as recruitment, selection, training and retention.
Training and development programs require effective implementation and evaluation.
Feedback will be used to improve training and development programs.

Executive Summary

An Overview Statement

Executives decry a lack of talent and leadership qualities in the Middle East region;
HRs are not sure if they have the right talents and leadership qualities among recruits;
Talent management and leadership development are important for modern firms;
Demographic shifts have affected employees’ behaviors;
A survey is necessary for need assessment and determining skill gap;
Training and development programs must meet skill gaps;
Recommendations are necessary for improving the program and human resource needs.

An Overview Statement

Company’s Characteristics

Professional Training Group is a division of the Global Training Company;
It offers high quality, effective and practical leadership and business skills training programs;
It has over 40 years in training and development in the region;
Professional Training Group focuses on long-term outcomes.

Company’s Characteristics

The Team’s General Educational Approach Based on Learning Theories

Training and development should encourage skill development in the organization.
Effective human resource management should lead to competitive advantages for the company.
Human resources should create value to the company.
Highly qualified employees are rare to find.
Designing and implementing a training and development program for the newly hired mid-level managers must take into account the company’s needs, employees’ qualifications and their self-motivation to learn.
It must address issues of rewards and recognition.
Trainees will relate positive monitoring, evaluation and rewards with the best performance and fairness for all employees.

The Team’s General Educational Approach Based on Learning Theories

Creating the Link

Professional Training Group must link training and development to strategic objectives of the company and needs of the newly hired mid-level managers.

It should consider the main contributing factors such as the managers’ behaviors, attitude and training approaches.

Training should encourage aims, culture and values of the firm and roles of the HR.

Creating the Link

Potential changes on organizational culture

Senior level leaders are in the best position of influencing organizational culture and the newly hired mid-level managers.

Training should change attitudes, beliefs and assumptions of employees to support organizational culture.

Organizational culture should emphasize better performance.

Potential changes on organizational culture

The ADDIE Model and Adult Learning Needs and Approach

Assessment;
Design;
Development;
Implementation;
Evaluation.

Pre-tests and post-tests determine training needs and outcomes.

The ADDIE Model and Adult Learning Needs and Approach

Why Adults Learn

To do better job and meet job-specific requirements;
Fill the knowledge gap and acquire the necessary skills for specific management roles;
To adapt in the changing job environment;
Meet experienced managers for mentoring and career growth.

Why Adults Learn

Training and Development Intended Outcomes

Retention;
Personal development;
Team efficiency;
Motivation;
Performance;
Policy implementation;
Knowledge and skills benefit;
Managing change;
Succession planning.

Training and Development Intended Outcomes

A Detailed Workshop Lesson Plan and Implementation Plan

Key areas of focus include:

Personal attributes, leadership skills and leading the team;
Performance management and mentoring programs;
Reward and Recognition.

A Detailed Workshop Lesson Plan and Implementation Plan

Evaluating and Monitoring Training and Development Outcomes

Professional Training Group uses Kirkpatrick’s evaluation framework.

It covers the following:

Trainees’ reaction to training;
Learning outcomes;
Changes in job behaviors and performance;
Results of human resource development initiatives based on return on investment (ROI) and contributions.

Evaluating and Monitoring Training and Development Outcomes