Managing Organisational Learning and Development, Lagos


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Managing Organisational Learning and Development, Lagos

  1. 1. Managing Organisational Learning and Development Practice 23 – 25 June, 2014 | The Resource Space, Lagos, Nigeria. This course is available for IN-HOUSE; For Further information, please contact: Tel: +234 8037202432, Email: Web:
  2. 2. OVERVIEW In sustaining the business practice, innovating industry practitioners requires the bests of talents. Recruiting and preserving these talents is critical for entities striving for high performance and growth in the highly technical and sensitive energy industry. Whilst many through a robust learning and development scheme are benefiting from its proficient workforce, some are determined to preserve theirs by marshalling new proactive L&D initiatives, other are mystified with no obvious clue to manage its aged professionals at the verge of retiring with their wealth of experience and knowledge and younger ones are seeking greener pastures in better managed entities. There is an overwhelming need for a comprehensive and sustainable capacity building approach to continuously strengthen the value chain and accelerate the corporate performance by developing a people’s strategy through the creation of a resource pool to position the organization for growth. This new programme has been designed with an in- depth expertise to equip HR practitioners with the pragmatic know-how to manage its workforce in such a way that will cascade knowledge and expertise across the chain of command in the enterprise. LEARNING OBJECTIVE At the end of the programme, participants will be able to  Align their learning & development strategy to the business strategy  Develop effective training, learning & development plans to meet organizational goals and individual needs  Measure the improvements resulting from enhanced capability within their organization  Understand and apply a series of key steps for successful performance management  Leverage the effective use of competencies in their organisations  Developing coaching skills for the workplace  Implement successful approaches to address the competency needs of different populations  Audit training & development activities with industry benchmark PERFORMANCE FOCUS This learning programme has been designed to help HR practitioners approach the planning and coordination of the learning and development practice with enthusiasm and ultimately allocate corporate resources more efficiently whilst boosting productivity with a performance based approach to workforce development. COURSE CONTENT Introduction Training, learning & development: Latest trends • Key current issues for learning & development professionals • How the training, learning & development arena has shifted • Challenges for learning & development professionals in the oil & gas sector Linking training & development strategy to business strategy • Factors that affect performance • Linking training & development strategy to business strategy • Developing a training strategy document • Developing a training policy The roles of the training function and line management • Key responsibilities of the training function, line management & the individual • How these roles interact The value and strategic importance of a competency framework • What competencies are • How they are best used • How competencies underpin the strategic models • How competencies can drive superior performance Competency mapping & competency development • Implementing a competency framework • Proficiency levels and how to define them • How to write competencies • Mapping competencies to a job profile • Combining competencies with a strengths based approach Gaining leverage from competencies • How employees can use competencies to enhance their proficiency • How managers / coaches can help employees to enhance their proficiency Planning for development to be effective for both the organisation and the individual • Diagnosing learning / training needs at levels • Training as an “investment” not a “cost” • Constructing an organisational learning & development plan • Constructing an individual learning & development plan Agreeing success measures • The importance of training & development success criteria • Determining success criteria • Types of criteria to use Key steps to successful performance management • Fundamental principles of performance management • Key benefits of effective performance management • Ongoing monitoring & assessing performance • Effective performance management systems • Ensuring the right sequence Setting effective performance objectives • The principles of good objective setting • Gaining agreement & building commitment Setting effective learning objectives • Getting clarity on planned outcomes • How to tailor learning objectives to proficiency levels The importance of motivation in learning • Why learning & development is important for motivation and vice versa • Learning preferences & styles Evaluating the options available for learning
  3. 3. • Determining the right learning & development options • Combining options to enhance the probability of success Designing effective learning approaches • Key questions to address in designing effective approaches • The characteristics of successful approach Designing high impact programmes • Features of high impact programmes • Structures for high impact programmes • How to schedule learning sessions for maximum effect Matching activities to objectives • Designing the right activities • Designing effective learning materials Optimising other learning methods • Accelerated development • Communities of Practice Addressing the needs of specific groups • Targeting training & development at the precise needs of specific groups • How to ensure that learning is applied in the workplace • Utilising assessment methods • Running effective Assessment /Development Centres • Monitored Professional Development Schemes Measuring the improvements / financial benefits • Why measuring the improvements is important • Measurement methods for each levels and how to use them • Methods for calculating financial benefits Managing the training & development function for added value • Positioning the training & development function correctly • Optimising the professionalism of the training & development function Developing effective external partnerships • Advantages & disadvantages of using external training & development consultants • Consultancy applications • Selecting, managing and optimising the use of external consultants How to audit training & development activities and make comparisons against best practice • How to conduct an overall review of training, learning & development practices • How to conduct a targeted review of training, learning & development practices • Using an external standard to review effectiveness • “Best practice” learning & development approaches The “Learning Organisation” • Characteristics of “Learning Organisations” • The nature of learning & how to build an effective culture • Harnessing the overall learning & development effort • Striving to deliver the maximum benefit Summarising our key learning points from this course • Taking stock of what we have learnt during the programme  Reviewing our “Action Plans” • How to apply the learning from this programme in the workplace CURRICULUM The course has been designed to broaden participant knowledge on the intricacies of oil and gas products market, its benefits and setbacks as well as the options open to operating in the industry at a premium. Participants that grasp the strategy for initiating sustainable learning and development framework able to effortlessly chart a new course for the organization growth using the expertise acquired. DELIVERABLES Our training programmes are exciting learning events. All participants during the programme entitled to all course materials and a certificate of participation. On a written request, we shall furnish you with a detailed report summarising our perception of participants’ strengths, areas for improvement and proposed action plans within four weeks of concluding the course. Our feedback process ensures your objectives are achieved by the conclusion of our training process. PROGRAMME FEE The programme fee covers tuition, course materials. Payment is due upon receipt of the invoice. Our cancellation policy applies. N126,000.00 per participant. IN-HOUSE TRAINING Petronomics Training can work with your organization to provide the course to meet your budget at your convenience (time and location) in the comfort of your working environment. This collaborative effort, emphasize actionable learning, the application of theory in practice and combine core business skills/technical knowledge with dynamic leadership training. If you would like to discuss possible collaboration in developing in-house training, please contact on the details below. REGISTRATION To nominate a participant for this training, kindly forward the details of your nominated participants, (i.e. name, email address, telephone nos.) and stating the course your participant are registered. To nominate a participant for this training, kindly forward the details of your nominated participants, (i.e. name, email address, telephone nos.) and stating the course your participant are registered. Business Development Desk Petronomics Training Telephone: 234 1 8426905-6 0803 720 2432 +971556985290 Email: ABOUT US At Petronomics, energy expertise is our resource and inspiring competence is what we enjoy. The application of knowledge in
  4. 4. driving innovation and ultimately possibilities is the catalyst that steer a distinctive value proposition. Braced with visionary advisory board, inspired/cultured workforce and experience faculty, we provide superior intellectual resource pool that bridge competency gap for industry operators. The benefits of our expertise are accessible through learning programmes, research and conference services; a blend that sets us as the preferred pool, professionals approach to upgrade business skills. THE LEARNING APPROACH In resourcing industry workforce competency, we develop skills and experience that employer’s value by offering a comprehensive range of flexible learning options to meet their learning and development needs through a broad range of learning approach that offers intensive and enjoyable experience to participants. Participants benefit from lectures, case study analysis, group discussion, workshop, and are also encouraged to learn from other managers and professionals on their programme by sharing ideas and experiences. We place a particular emphasis on group work where participants’ real life situations are used as vehicles for learning. FACULTY Key to our approach is the quality to the faculty members. Every faculty member on our 20 member team is rigorously assessed and contracted in line with our Standard Operating Procedure. Each of them understands that they have to deliver training and supporting documentation to the highest standard. They comprise of professionals with outstanding track records in their area of specialty. Whilst they bring to bear several years of hands-on experience in the industry, they are committed to knowledge growth and have an understanding of the link between strategy and knowledge capital. LEARNING ENVIRONMENT Our programmes are conducted in a decent and cozy environment globally. We ensure that our participants are relaxed to refresh in an ambience well conducive for inspiring and creative brainstorming that accelerate the learning curve of individual participants. In consolidation of our value chain, locations are carefully considered using our five star QC indicator like security, banquet facilities, accessibility and customer services. Our programme team works with the facility staff to ensure a personal and warm welcome to participants. THIS IS OUR COMMITMENT. ...from LEARNING, the fuel for knowledge from KNOWLEDGE, the path to innovation from INNOVATION, the freedom to excel from EXCELLENCE, a world of POSSIBILITIES PETRONOMICS | Energy Learning & Development Service 12A, Mabinuori Dawodu Street, Gbagada Estate (by Charly Boy), Gbagada, Lagos eMail: tel: 231 842 6905-6, 234 803 720 2432, +971 556 985 290 website: