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Learning & Development in HR Training Course

Learning & Development in HR Training Course

1 Weeks
Professional Level
Certificate Included
Course Content

Available Events

Available Events
CityDatePriceStatus
SingaporeSingapore
September 14, 2026
€4,800
Confirmed date
OnlineOnline
September 21, 2026
€1,790
Confirmed date
Kuala LumpurMalaysia
September 25, 2026
€4,400
Confirmed date
GenevaSwitzerland
September 30, 2026
€4,600
Confirmed date
AmsterdamNetherlands
October 14, 2026
€4,600
Confirmed date
LondonUnited Kingdom
October 19, 2026
£4,600
Confirmed date
DubaiUnited Arab Emirates
October 20, 2026
€3,900
Confirmed date
IstanbulTurkey
October 23, 2026
€3,900
Confirmed date

Course Information

Duration

1 Weeks

Category

HR Courses

Level

Professional Level

Certificate

Included

INTRODUCTION

Learning and Development has become one of the most important functions within modern human resources because organizations must continuously build skills to remain competitive. Traditional training approaches are no longer sufficient when employees need continuous development, digital readiness, leadership capability, and role-specific expertise. This course introduces participants to the strategic role of learning and development in improving performance, strengthening employee potential, and supporting long-term business objectives. It explains how learning strategies are built from organizational goals, competency requirements, performance data, and future workforce needs. Participants will examine how to conduct training needs analysis, design effective learning programs, select suitable delivery methods, and evaluate outcomes using practical performance indicators. The course also highlights the importance of learner engagement, adult learning principles, blended learning, coaching, mentoring, and knowledge transfer. Special attention is given to aligning learning investments with measurable value so that human resource teams can demonstrate impact to leadership. Participants will gain practical tools that can be applied immediately in corporate training, talent development, succession planning, and employee capability building. This program is ideal for professionals who want to move from basic training coordination to strategic learning and development leadership.

COURSE OBJECTIVES

Participants will achieve the following objectives by this course:

  • Understand the strategic role of learning and development within modern human resource management.
  • Align learning initiatives with organizational goals, workforce planning, and business performance priorities.
  • Conduct effective training needs analysis using performance data and competency frameworks.
  • Design structured learning programs based on adult learning principles and measurable outcomes.
  • Select appropriate learning delivery methods including classroom, digital, blended, coaching, and mentoring approaches.
  • Build competency-based development plans that support employee growth and succession readiness.
  • Evaluate training effectiveness using practical models, performance indicators, and business impact measures.
  • Improve learner engagement through relevant content, interactive methods, and continuous development practices.
  • Communicate learning value clearly to managers, leaders, and organizational stakeholders.
  • Develop a practical learning and development strategy that supports long-term organizational capability.

TARGET AUDIENCE

This program targets a professional audience seeking to improve knowledge and skills:

  • Human resource managers responsible for employee capability development and workforce performance improvement.
  • Learning and development specialists seeking stronger strategic planning and program design skills.
  • Training coordinators who want to move beyond administration into measurable learning impact.
  • Talent management professionals involved in succession planning, competency development, and leadership pipelines.
  • Organizational development practitioners supporting culture change, engagement, and performance transformation.
  • Department managers responsible for identifying team skill gaps and improving employee effectiveness.
  • HR business partners advising leaders on learning priorities and workforce capability needs.
  • Corporate trainers seeking practical methods for learner engagement, evaluation, and training quality.

COURSE OUTLINE

Day 1: Strategic Foundations of Learning and Development

  • Role of learning and development in modern human resources.
  • Linking learning strategy with organizational priorities.
  • Understanding workforce capability and future skills.
  • Training versus development and performance improvement.
  • Building a learning culture across the organization.
  • Stakeholder roles in learning and development governance.
  • Identifying business drivers for development programs.
  • Common challenges in corporate learning functions.

Day 2: Training Needs Analysis and Competency Mapping

  • Understanding organizational, team, and individual learning needs.
  • Using performance data to identify capability gaps.
  • Designing competency frameworks for role development.
  • Linking job requirements with learning priorities.
  • Conducting interviews, surveys, and manager consultations.
  • Prioritizing learning needs based on business value.
  • Translating skill gaps into learning objectives.
  • Preparing training needs analysis reports for leadership.

Day 3: Learning Design and Delivery Methods

  • Applying adult learning principles in program design.
  • Writing measurable learning outcomes for training courses.
  • Structuring content for practical workplace application.
  • Selecting classroom, online, blended, and experiential methods.
  • Designing engaging activities and practical case discussions.
  • Integrating coaching and mentoring into development plans.
  • Supporting knowledge transfer after training completion.
  • Improving learner motivation and participation.

Day 4: Learning Evaluation and Business Impact

  • Understanding levels of learning evaluation.
  • Measuring learner satisfaction, knowledge, behavior, and results.
  • Building practical indicators for training effectiveness.
  • Collecting feedback from learners and line managers.
  • Evaluating performance improvement after learning interventions.
  • Communicating learning outcomes to senior stakeholders.
  • Linking training investment with organizational value.
  • Improving future programs through evaluation findings.

Day 5: Learning Strategy, Technology, and Continuous Development

  • Building a structured learning and development strategy.
  • Using digital platforms to support continuous learning.
  • Creating development pathways for employees and leaders.
  • Supporting succession planning through targeted learning.
  • Managing learning budgets and resource allocation.
  • Promoting self-directed learning and knowledge sharing.
  • Aligning learning with talent and performance systems.
  • Preparing an action plan for workplace implementation.

COURSE DURATION

Duration: 1 Weeks

The course is delivered over five intensive training days and can be provided in classroom, online, or blended formats depending on organizational needs. Each day combines professional instruction, practical exercises, structured discussions, case analysis, and applied planning activities to ensure participants can transfer learning directly to the workplace. The recommended duration is suitable for human resource professionals, training teams, talent specialists, and managers who need a complete understanding of learning and development strategy, instructional design, training needs analysis, learning evaluation, and workforce capability building.

INSTRUCTOR INFORMATION

The training will be delivered by a team of experts specialized in human resource management, learning and development strategy, instructional design, organizational development, performance improvement, and talent capability building. The instructors bring practical experience in designing corporate learning systems, managing training functions, developing competency frameworks, evaluating learning impact, and advising organizations on workforce development strategies. Their delivery approach combines international best practices with practical tools, business-focused examples, interactive discussions, and implementation guidance that enables participants to apply the concepts confidently within their own organizations.

FREQUENTLY ASKED QUESTIONS

This course is suitable for HR professionals, training specialists, talent managers, corporate trainers, and department leaders responsible for employee development.

CONCLUSION

Learning & Development in HR is essential for building capable, adaptable, and high-performing organizations. This course provides participants with the strategic knowledge and practical tools required to design effective learning systems and improve workforce capability. It connects training needs analysis, learning design, delivery methods, evaluation, and business impact into one integrated professional framework. Participants will leave with stronger confidence in planning, managing, and improving learning initiatives that support organizational success. The program offers lasting value for professionals who want to strengthen employee development and position learning as a strategic driver of performance.

Learning & Development in HR Training Course

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