Leadership Capacity Development Training Presentation

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.

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.

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.

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.

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.

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.

The ADDIE Model and Adult Learning Needs and Approach

• Assessment;
• Design;
• Development;
• Implementation;
• Evaluation.

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

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.

Training and Development Intended Outcomes

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

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.

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.

Conclusion

This proposal has considered:

• Principles of effective human resource management in training and development;
• Concepts of adult learning;
• The ADDIE Model; and
• Potential benefits to the organization and employees.