This Program explains what employee and organization development means and teaches how to become an expert in managing the training and development of personnel; such a trained expert is vital to oversee the development of staff, employees and other personnel so that they contribute to the successful, effective and profitable performance of the organization.  The Program covers training needs analysis, core training and development requirements, various training and development methods; and how to undertake and manage the activities involved in designing, monitoring and evaluating the development activities taking place in an organization.  The Program also shows how to prepare suitable development policies, and covers leadership, motivation and the effects of change.

Being able to expertly manage the development and training of employees – and of the organization as a whole – and to do so in an efficient, cost-effective and planned manner is a great skill and talent which requires understanding and training.  This Program provides that training and knowledge, which gives the opportunity for career development and good jobs in all types of organisations – because all organisations revolve around their manpower and human resources – staff, employees and managers – of all levels.


  • Employee development – the context, and the need for development.
  • Costs and charges involved in employee development activities.
  • Undertaking a cost-benefit analysis of different employee development factors.
  • Learning: how people learn and their different learning styles, factors in successful learning.
  • Training needs analysis; determining the key priorities of training.
  • Undertaking performance appraisal and assessment, strategic approaches to training.
  • Organisational and managerial performance; the contribution of groups to organisation success.
  • Core training programmes and universal programmes.
  • Matters concerning quality and delivery of training; assessing feedback from course participants.
  • On-the-job and off-the-job training;
  • Benefits of employee multi-skilling; benefits of empowerment and flexibility.
  • Designing training programmes, setting aims and objectives.
  • Consultation on training and specifying the target groups for training.
  • Managing and organizing the monitoring, review and evaluation of development programmes.
  • Testing, reports, and factors affecting training.
  • Training and development equipment and resources, the quality of the learning environment.
  • Mentoring, coaching and counselling; the relationships involved, qualities needed for success.
  • Development strategies, raising organisational expectations.
  • Improving the training and development environment.
  • Organisational training functions; strategy and the training function; roles, functions and resources.
  • Organisational development; achieving positive attitudes, values and beliefs.
  • The roles of the development manager; creating a learning, proactive organisation.
  • Comparing the intended and actual outputs of training.
  • Continuous professional and occupational development and demands.
  • Management development; considering qualifications and expertise, managing job enhancement.
  • Self-development, succession management and organisational transformation.
  • Ethics; relationships with employees, staff and customers; dealing with conflict.
  • Government training and development policy; external consultants and specialists.
  • Social factors and strategic approaches; social and cross-cultural factors in training.
  • Dealing with change and uncertainty, barriers to change and overcoming them.

Leave a Reply

Your email address will not be published. Required fields are marked *