Best Practice in Managing the Training Sector

Details

A practical program that treats the training sector as a business within the business. Participants shape a service mandate and operating model, craft strategy from real insights, formalize policies and provider governance, design sustainable budgets, prove impact beyond attendance, and select an LMS that fits current and future needs. Toolkits and case labs keep every concept actionable on day one.

Target Group

Target Group

• Training and L&D leaders and managers
• HR business partners and talent development specialists
• Training coordinators, instructional designers, and program administrators
• Finance and procurement partners supporting learning services
• LMS administrators, learning technologists, and analytics partners
  

Goals

• Clarify the mission, scope, and service catalog of the training function and how it adds measurable value
• Turn environmental and internal insights into a training strategy, portfolio mix, and delivery roadmap
• Establish policies, procedures, and provider governance that protect quality and reputation
• Build a transparent, defensible budget using unit economics, scenarios, and KPI guardrails
• Evaluate effectiveness with multi-level evidence, including behavior change and on-the-job results
• Specify and implement LMS capabilities aligned to business requirements, adoption, and data integrity
  

Target Competencies

Target Competencies

• Strategic planning and service design for the training function
• Policy and procedure governance with provider quality management
• Budgeting, unit economics, and ROI storytelling for decision-makers
• Evaluation design, survey construction, and behavior-change measurement
• LMS requirement definition, selection, implementation, and adoption stewardship
• Stakeholder engagement, internal marketing, and reputation management

Outlines

Leading and Organizing the Training Function

• Defining the mandate, boundaries, and success criteria of the training department
• Operating model choices and accountability lines across HR, business units, and finance
• Personal capability scan for training leaders and individual development planning
• Role of the function in change initiatives, compliance, and performance enablement
• Strategy inputs using structured scans of strengths, risks, and opportunities

Policies, Procedures, and Provider Governance

• Policy architecture that standardizes quality, access, and escalation
• Procedure design for needs intake, program approval, and records management
• Service reputation levers: service charters, SLAs, and stakeholder feedback loops
• Partner ecosystem management: selection, due diligence, contracts, and quality reviews
• Components of a comprehensive training plan that travel well between teams