Our approach to learning at Eureka HR Solutions is unique. We're passionate about what we do and pride ourselves on our energetic, innovative, client focused approach.
Because no two businesses are the same Eureka HR Solutions won't provide you with an 'off the shelf' training solution. This is where we differ from the large corporate training providers. We don’t believe this works. All our training solutions are based on best practice but specifically tailored to your business needs. That's why our clients find our training solutions not only practical but highly effective and excellent value for money.
We come to you to deliver your tailored training programme. Groups of up to 16 can be trained on site making this an excellent cost effective option for organizations looking to develop groups of staff. If you don’t have the appropriate on site training facilities we can help you find the perfect training venue.
How we work:
Tailored Programmes
You select a programme that interests you from our menu of courses and we talk to you about course content, length, and emphasis to ensure it’s tailored to your business needs. We then work with you to incorporate case studies and practical exercises that are built around real issues in your business. We also ensure that any relevant company policies and procedures are introduced in to the programme.
Bespoke Programmes
We work with our client using a variety of methodologies to establish the real training need. This ensures that any training solution is specifically developed in line with business needs. A bespoke programme(s) are then developed in partnership with the client and delivered in a means that specifically fits your needs. For example we can deliver a modular programme over a period of time that works for you business and your people.
Our approach to bespoke programmes:
All our programmes are supported by a set of comprehensive course materials including a course manual, PowerPoint presentation slides, case studies and exercises. All delegates will receive a certificate on the day of the course confirming attendance.
Overview
To provide an understanding of the need for training evaluation and the different methods that can be applied when evaluating training interventions.
Training objectives
This workshop will help participants:
- Apply a systematic approach to the identification of training needs
- Identify key areas of business strategy and link these with training needs
- Select appropriate business measures for training to demonstrate 'added value' from the training function
- Apply the return on investment formula where appropriate to show the value 'in monetary terms' of training delivered
- Select the best method for evaluation in a given situation
Audience
- HR, HRD training and development managers and professionals
- Training consultants
- Line managers with training responsibility
Format
This is a workshop style programme. The course involves hands-on practical experience of the techniques presented. Participants will be able to assess the methodology used for suitability in their own organisation and introduce or upgrade existing evaluation approaches.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introductions, aims and objectives
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2 Training evaluation introduction- The strategy
- The training cycle
- Identifying training needs
- Learning objectives
3 The role of evaluation- Return on investment (ROI)
- Ratio calculations
- Performance measurements
4 Evaluation methods- Appropriateness, acceptability, skills and resources
- Kirkpatrick four levels of evaluation model
5 Evaluation methods- The questionnaire
- The interview
- Critical incident review
- The Repertory Grid
- Action planning
- Reactionnaires
- Written tests
- Practical tests
- Behavioural analysis
6 Managing training and evaluation- Practical evaluation exercise
- Action planning
7 Conclusion- Workshop review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This one-day programme will help you to assess your organisation’s training requirements and present your recommendations. Good training needs analysis will enable you to align the skills currently available in your organisation and/or department with those required to meet your business objectives. If conducted properly it will also help you to diagnose when training will solve certain problems and issues and when alternative interventions might be needed.
Training objectives
This programme will help participants:
- Prepare and agree an investigation plan for the identification of current and future training needs at organisation, departmental or workgroup level
- Select and use a range of information gathering methods so that training needs are reliably identified within time and cost constraints
- Apply a practical technique for the analysis of the information and data to identify needs and determine priorities
- Use a structured framework for the development and production of an outline plan to show the proposed training solution
- Seek informal and formal reaction via a written report and presentation to seek approval for the recommendations
Audience
- Training managers
- Trainers
- Training specialists
- Managers and directors with training responsibilities
Format
The course involves hands-on practical experience of the techniques presented. Participants will be able to assess the methodology used for suitability in their own organisation and introduce or upgrade existing training needs analysis approaches.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Welcome and introductions
2 A systematic approach to training- Recognise change forces
- Identifying training needs
- Analyse job functions
- Defining training objectives
- Select trainees
- Design the training
- Facilitate the training
- Measure outcomes
3 Assessment of training needs- What should a TNA cover?
- The depth of your investigation
- Identification of needs at individual, occupation, organisation level
- Residual, present and future needs
4 Getting the process started- How to identify that you have a need
5 A model for action- The six-step model for identifying the training needs:
- Organise and plan
- Collect the information
- Determine the problems and their priorities
- Develop outline solutions
- Re-examine and discuss with senior commissioning managers
- Presenting final report
6 Organising and planning the training needs study
7 Establishing terms of reference - Background
- Aim of the training needs project
- Client
- The project team
- Scope
- Budget
- Consultation
- Methodology
8 Availability of resources - Time requirement
- Budget
- Personnel
9 Exploration of existing documentation- Training policy
- Training plans and budgets
- Previous training needs analysis
- Organisational documentations
- Competence frameworks
- Job descriptions
- Person specifications
- Performance appraisals
- Manpower forecasts
10 Design and implementation of the survey
- Background
- Aim of the training needs project
- Client
- The project team
- Scope
- Budget
- Consultation
- Methodology
11 Preparation and analysis - Terms of reference
- Desk study of standard data
- Key areas for investigation
- Design interview instrument
- Validate survey design
- Collation and analysis of symptoms
- Identify training needs
12 Information gathering- Preliminary review with key personnel
- The structured interview
- Small group conferences
- Telephone interviews
- Additional investigation tools
- Collating the information
13 Communicating the results - Analysis and report
- Making a persuasive training needs presentation
- Securing commitment
14 Conclusion- Programme review/discussion
- Action planning
- Close
© Eureka HR Solutions and speaker
Overview
This two-day course covers the essentials of effective training design and delivery. It focuses on how to maximise individual learning and the transfer of this learning back into the workplace. It also focuses on improving both the skill and confidence of delegates on the course.
Training objectives
This programme will help participants:
- Maximise the learning and results from your training events
- Build on people's natural capacity to learn
- Design events that appeal to different learning styles
- Understand your own learning styles and the implications for you as a trainer
- Build rapport with your delegates and encourage participation
- Use activities and training aids to encourage learning
- Build your own skills and knowledge as a trainer
Audience
This course is particularly suited to those who are new to training or who want to improve on their knowledge, skill or confidence as a trainer.
Format
This course is highly participative and delegates will be asked to bring along some of their own material to work on during the course. Delegates will also have the opportunity of practising their delivery in a safe and supportive environment and receiving feedback.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Welcome and introductions
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2 How we naturally learn- Training v learning
- Kolb’s experiential learning cycle
- Training with the brain in mind
3 Learning styles- Honey and Mumford’s learning styles
- Multiple intelligences
4 A business focus- Setting outcomes and evaluating results
- Keeping it relevant
5 A model for action- Planning your set up and your set down
- Structure and content
- Planning your activities
- Using training aids
- Creating a learning environment
6 Characteristics of successful trainers
7 Delivering with confidence - The importance of state
- Overcoming your fears
8 Training delivery - Setting the scene
- Building rapport
- Facilitating the event
- Encouraging participation
- Embedding learning
- Ending the event
9 Handling difficult situations
10 Individual practice sessions with feedback
11 Conclusion- Programme review/discussion
- Action planning
- Close
© Eureka HR Solutions and speaker
Overview
This one-day course introduces you to the fundamentals of effective, creative and inspirational learning. Brain based training is training that works in harmony with how we naturally learn. It results in learning that is deeper, faster and more fun than 'traditional training'. It seeks to recover the joy of learning and to deliver real business benefits by maximising the transfer of this learning back to the workplace. Training with the brain in mind encompasses principles from accelerated learning, applied NLP, multiple intelligence and the latest brain research.
Training objectives
This programme will help participants:
- Understand how we naturally learn
- Understand the role of the brain in learning
- Apply six principles of brain based learning in your course designs
- Learn how to engage your delegates before, during and after the event
- Facilitate great learning experiences using the principles of brain based training
- Maximise the transfer of learning back into the 'real' world
- Develop your skill and confidence as a trainer using creative learning techniques
Audience
This course is suited for trainers and facilitators who have some experience already. It is particularly suited for those delegates who are looking to make their training more inspirational, more effective and more fun. The course provides an opportunity to experiment with new and creative ways of training and to learn from each other’s experiences. The course builds effectively on the Train the Trainer programme.
Format
This is a highly participative, creative and interactive course. Delegates will be encouraged to apply the learning to training and situations in their own context.
There will be some pre-course work
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
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1 Introductions and course objectives
2 Brain based learning- What it is
- The benefits
3 How we naturally learn- What works for us and what doesn’t
- Our mind and body as one system
4 Our brains and the implications for learning- Structure
- Role of emotion
- Memory
- Music
- Unconscious mind
5 Principles of brain based learning- Real and relevant
- Empowering resource states
- The environment matters
- Keeping the learner centre stage
- Engaging individual learning styles
- Collaboration is key
6 Great training strategies- Engaging learners before the event
- Smart starts
- Facilitating the experience
- Making learning memorable
- Endings, the way ahead
7 Design tips - Overview
8 Review and reflection
- Putting it into practice
- Overcoming barriers
- Actions and next steps
- Close
© Eureka HR Solutions and speaker
