who should attend this program: Training Specialists & Managers ,Heads of Training & Development Departments and Human Resources Managers. what is the program objectives: 1. Getting a solid understanding of all operations beginning of the training needs analysis and program design to implementation and evaluation. 2. The basis of analyzing employee data before training needs analysis 3. Identify the methods of analyzing of the real training needs of the company. 4. Mastering the design models for succession planning process and staff development. 5. Proficiency of developing the training a plan and budget with process models. 6. Designing training programs and selecting fundamental and technical programs for the company's employees. 7. How to choose the best of training centers and offers of trainings and how to assess programs and trainers 8. The best methods of induction of new staff and linking them to their work as soon as possible. 9. Linkage between the implementation and evaluation of the quality of training and development. 10. The most important techniques and methods and models to evaluate training programs. Day One: 1. In-depth of sections and units of the Department of Human Resources. 2. Identify the training Department and recognize its importance. 3. The Basic functions of the training Department. 4. The skills to how to communicate effectively with employees and heads of departments. 5. Job Description for administrators and coordinators of training. 6. The Life cycle of the plan and budget of the training Department and development. 7. The true Training needs analysis methods of the company and its departments. 8. Linkage between performance appraisal and training programs. 9. Practical training to analyze training needs. Day Two: 1. Identifying the concepts and terms of succession planning. 2. How to develop succession plans and methods of execution to be implemented on reality. 3. Models of succession planning process for a number of administrative positions. 4. Skills and competencies management plan and how to apply them. 5. Identifying Core and Technical Competencies required for jobs in the company. 6. Designing training programs and the development of contents and objectives in order to serve the needs of the company and management. 7. Selection of training and development centers and how to evaluate training offers. 8. How to assess the trainers and their resumes before the implementation of training programs. 9. Effective negotiation techniques to choose the best offer in the interest of the company and its employees. Day Three: 1. The quality of training operations and especially the application of policies and procedures. 2. Following-up training programs within and outside the company. 3. How to ensure the quality of training programs within or outside the Kingdom. 4. management of the training schedule (prepared, published, maintenance, and monitoring its implementation) 5. Evaluate training programs and the development of quality assurance procedures before, during and after training. 6. What are the points that should I care when assessing the training program and training Offers? 7. Kirk Patrick five levels of evaluation. 8. Detailed presentation of each level with practical cases. 9. Develop a proposal for models from which to apply the five levels. Day Four: 1. How to coordinate the orientation and training of new employees. 2. Reading in the job description and its relationship to performance evaluation. 3. Linkage between performance appraisal and training requirements. 4. Turning training needs into training programs. 5. Training Program design and setting technical and basic skills training. 6. Training plan template from program design to plan. Day Five: 1. Writing reports about the training and development for all programs. 2. The preparation of the annual brochure on the activities of the training and development department. 3. How to use the company system in the training and development department. 4. Applying a practical model on one of the systems and how to customize and develop it to serve the company goals 5. How to put a cruse maps in the automation of the computer system in the training and development processes.

Instructors