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Executive Development Programs
Learning Management. A systematic approach to L&D
dates of programs start
4 days
20 000 uah
Learning Management. A systematic approach to L&D
Design of L&D system. Models, formats and methods of corporate education
The structure of the program
Day 1-2
A strategic approach to managing learning and development in an organization. L&D -system design
October 10-11

Design of L&D system

  • Goals and objectives of corporate education. Transformation of L&D goals in the industrial, post-industrial and creative economy.
  • Stages of L&D development in an organization.
  • A Strategic Approach to L&D Management. What is L&D for?
  • Business strategy. HCM (human capital management) strategy. L&D Strategy.
  • Components of L&D strategy.
  • L&D's place in the Human Capital Value Chain, relationships with other HCM roles, functions and tools.
  • Distribution of responsibilities: L&D expert, HRBP, functional manager, employee.

 Motivation for learning

  • What does a person learn?
  • When will the employee learn and engage effectively? Formal participation in corporate training: how to avoid it.
  • Where do the desires come from? How does the brain work? Motivational mechanism from the standpoint of biochemistry, physiology, psychology.

Day 3
Models and teaching methods. as adults learn
October 23

Models and teaching methods

  • Designing a portfolio of L&D programs and solutions. Models and teaching methods
  • In-company and out-of-work training. Model 70:20:10 and its interpretation.
  • Formats and methods of corporate education. Modern trends: project training, inverted training, etc.
  • Twitter thinking, microlearning, clip art formats.
  • E-learning is a technology in corporate education.
  • The "gap" between top and bottom training requests. What to do about it?
  • Summary: map of training models and methods - purpose, appropriateness, efficiency.

 Cognitive abilities of an adult

  • Remembering, applying, forgetting. What influences the effective absorption and application of acquired knowledge?
  • Declarative, operative and emotional memory. How does L&D go from teaching abstract concepts to team-building the ability to act?
  • Adult learner memory and attention: how to make learning more effective.

Day 4
Evaluating the effectiveness of L&D. application of acquired knowledge and skills in practice
October 24

Post-training. Supporting the application of acquired knowledge in practice.

  • Why do people resist the new? Why do employees not apply what they have learned and continue to do it out of habit?
  • Dealing with prejudice as one of the tasks of L&D.
  • "Morning Monday" or when does training actually end? Knowledge support system.
  •  How to measure L&D performance?

What does it mean to evaluate the effectiveness of L&D?

  • Common approaches to L&D assessment.
  • Evaluation results and decisions to be made by L&D based on them.
  •  Final work with a business case. Presentation of your own solutions to a company representative. Author's presentation of business.

 Model competencies of the L&D team

  • A learning company. Criteria, evaluation, reflection.
  • Model competencies of the L&D team. Self-esteem. Reflection.
  • Program results and participants' conclusions.

Olena Zhiltsova more details
Yaroslava Loyanich more details
Adjunct professor
Petro Chornomorets more details
Visiting professor
20 000 uah
Apply for the program
For more information about the program, please contact
Yulia Naidych`
EDP program manager
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