ASTD-STADA US-Proven Training Series in Human Capital Development

8 Competency-Based Learning Programs to Unlock the Full Potential of Your Organization.


	Program Details

PROGRAM	WHO SHOULD ATTEND	COMPETENCIES GAINED

ASTD Human Performance Improvement in the Workplace Certificate Read more...	Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Origin and three primary principles that underlie Human Performance Improvement (HPI) Relationship between the steps in the HPI process Analysis models to determine the performance gap and its root causes Process to evaluate the impact of solutions Strategy for selecting solutions that address the root causes of performance gaps Standard practices and relationships engaged in by performance consultants

ASTD Facilitating Organizational Change Certificate Read more...	Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Six-step change model Change intervention tools and techniques Sponsorship, ownership and involvement in change efforts Change results evaluation

ASTD Consulting Skills for Trainers Certificate Read more...	Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Evaluation of current strengths and development needs as a consultant Process model for managing consulting projects Real-world tools, job aids, templates and planning checklists Strategies for working across boundaries, providing feedback to senior leaders and gaining buy-in

ASTD Coaching Certificate Read more...	Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Foundational coaching competencies Relationship establishment in a safe, supportive environment Effective listening, dialogue and feedback Management of coaching programs with clear guidelines and results

ASTD Career Planning and Talent Management Certificate Read more...	Human resource practitioners Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Six-step model for career planning and talent management Job-competency analysis Talent attraction and succession plan for key positions Performance management

ASTD Designing Learning Certificate Read more...	Workplace learning and performance professionals, Trainers, Human capital development practitioners Whoever involve in designing learning and instructional system design	Learn how to plan and conduct a performance/training needs analysis Learn how to design a complete program including participant guides, instructor guides, and other materials that directly correlate to the organization's business goals. Develop instructionally effective training programs within organizational constraints Participants will apply what they learn during the workshop, concluding with designing a training based on case study information presented throughout the workshop.

ASTD Training Certificate Read more...	Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Identify and determine the need for training: what, who, and how Write effective learning objectives Apply adult learning concepts, develop supportive climates and customize off-the-shelf materials Use training activities and alternatives to lecture, strategies for different learning needs, effective questioning techniques Prepare properly for a training session and prepare participants to foster learning Manage and encourage participants of all backgrounds and learning styles; understand who is learning and how to address challenging participants Present and facilitate a training program, including use of audio visuals and handouts Evaluate using various methods and at different levels.

ASTD Managing Organizational Knowledge Certificate Read more...	Workplace learning and performance professionals Line managers Trainers Consultants Human capital development practitioners	Develop a vision and strategy for a knowledge-centric workplace, ensuring that it integrates with the organization’s business strategy Evaluate and determine appropriate uses for current and emerging knowledge management tools and technologies, including web 2.0 approaches, to support work-centered learning and performance Manage the information life cycle, from identifying, defining, and creating knowledge assets, including knowledge mapping, through managing, distributing, and sharing information, and, ultimately, to assessing the value KM brings to the organization Examine the design of workplace and social environments that encourage and facilitate knowledge creation, sharing, and innovation Analyze organizational readiness for knowledge management and implement appropriate strategies to assure successful organizational implementation.