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Publication date : 11/12/2024

Course : Implement a high-performance training policy

Practical course - 2d - 14h00 - Ref. RFP
Price : 1310 € E.T.

Implement a high-performance training policy


Average of customer reviews Average of customer reviews Average of customer reviews Average of customer reviews
4,6 / 5


This course will show you the best way to build a training policy in line with strategy and economic and regulatory constraints. You will also learn how to optimize the training budget and evaluate the performance of the actions undertaken.


INTER
IN-HOUSE
CUSTOM

Practical course in person or remote class
Available in English on request

Ref. RFP
  2d - 14h00
1310 € E.T.

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This course will show you the best way to build a training policy in line with strategy and economic and regulatory constraints. You will also learn how to optimize the training budget and evaluate the performance of the actions undertaken.


Teaching objectives
At the end of the training, the participant will be able to:
Identify cross-functional training issues and players
Define and analyze training needs
Mastering the various training systems
Drawing up specifications and a training plan
Developing a quality approach to training policy

Intended audience
Anyone wishing to train as a training officer or manager.

Prerequisites
No special knowledge required.

Practical details
Hands-on work
MCQs, case studies, individual and group brainstorming exercises, discussion/debate.
Teaching methods
Active teaching.

Course schedule

1
Identify the role of the training manager and how his/her organization operates

  • The reasons for training.
  • What's at stake for the company?
  • The company's training policy.
  • The role of the training manager.
  • The training function in the public sector.
  • The professional training ecosystem.
  • Different types of organization.
Exercise
Analysis of training policies, comparison between different organizations.

2
Clarify training financing and legal obligations

  • The company's training obligations.
  • Training contribution.
  • Financial circuits for training.
  • The role of OPCOs.
  • The different sources of financing.
  • The specificities of the civil service.
Case study
Sub-group analysis of a training financing case.

3
Setting the training manager's calendar

  • Identify training needs.
  • The three levels of needs analysis.
  • Building a training plan.
  • Presentation to the social and economic committee.
  • Deploying the plan.
Case study
Determining the timetable, building a validation presentation to the CSE.

4
Integrating new ways of learning

  • The different forms of learning.
  • Synchronous and asynchronous devices.
  • The benefits of distance learning.
  • In-house training.
  • On-the-job coaching and training.
Case study
Proposed device.

5
Managing training engineering

  • The goals of training engineering.
  • Drawing up specifications.
  • Choosing a service provider.
  • Qualiopi certification: benefits and limitations.
  • Deliverables and project follow-up.
Case study
Choice of supplier.

6
Monitor activity by implementing a quality approach

  • Key vocational training indicators.
  • Building a dashboard.
  • The importance of internal marketing.
  • Effective communication.
  • Quality procedures.
Exercise
Construction of a dashboard.


Customer reviews
4,6 / 5
Customer reviews are based on end-of-course evaluations. The score is calculated from all evaluations within the past year. Only reviews with a textual comment are displayed.
LAURENT D.
15/01/26
4 / 5

Some slides are dated
CORINNE D.
15/01/26
5 / 5

Odile took us on board with her passion for the profession, her constant smile and her attentive ear. This course was a real treat, and in a small group, which is a considerable plus!
PRISCILLIA A.
19/05/25
5 / 5

Very good training.

> Show more comments


PARTICIPANTS
Anyone wishing to train as a training officer or manager.

PREREQUISITES
No special knowledge required.

TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.

ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.

TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.

TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.

ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.