Training That Works: Design Learning People Actually Use
Learning & Development: leave with a needs analysis, one training module with objectives and a Kirkpatrick evaluation plan.
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Learn this topic with a mentor
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What this session would cover
Proposed outline — the mentor finalises the agenda once this topic is scheduled.
- 1Why learning & development matters — the common problem: Training sessions happen but nobody can show what changed at work afterwards.
- 2Core concepts in plain language: Training needs analysis, learning strategy, adult learning, instructional design, ADDIE, learning objectives
- 3Going further: learning pathways, technical training, behavioral training, leadership training, microlearning, blended learning
- 4Framework walkthrough: ADDIE, Bloom's Taxonomy, Kirkpatrick Model
- 5Practical workflow, built live: A needs analysis, one training module with objectives and a Kirkpatrick evaluation plan.
- 6How to measure it: Time to hire, Cost per hire, Employee turnover, Retention, Absenteeism, Engagement
- 7An illustrative case (a fictional example, not a client result), then live Q&A on your own situation
Who it's for
- • HR executives and HR managers
- • People managers and team leads
- • Founders building their first team
You'd leave with
- A needs analysis, one training module with objectives and a Kirkpatrick evaluation plan.
- A working understanding of ADDIE and Bloom's Taxonomy
- A short list of measures to track: Time to hire, Cost per hire, Employee turnover
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