Upon completion of this course, participants will be able to:

• Strategically align the Learning & Development (**L&D**) function with core organizational business goals and priorities.
• Master the complete **ADDIE** or similar instructional design model for developing comprehensive training programs.
• Lead and execute the full cycle of the **Training Needs Assessment (TNA)** process at organizational, task, and person levels.
• Design and manage complex, blended learning solutions utilizing digital, instructor-led, and experiential methods.
• Develop and apply rigorous evaluation models (e.g., **Kirkpatrick Levels 1-4**) to measure learning impact and **ROI**.
• Apply principles of **Adult Learning Theory** and cognitive science to optimize learning retention and transfer.
• Manage vendor relationships, learning budgets, and technology platforms (**LMS, LXP**) effectively.
• Serve as an internal consultant, advising leaders on the most effective learning solutions for business problems.

• Experienced **L&D** Specialists and Coordinators seeking a formal professional qualification
• HR Business Partners moving into a specialized **T&D** role
• Training Managers and Directors overseeing an **L&D** department
• Internal Consultants focused on organizational change and human capital development

• Comprehensive case study requiring participants to apply the full **ADDIE** model to a strategic business problem.
• Workshops on developing Level 3 and Level 4 evaluation instruments and calculating **ROI** based on provided data.
• Group exercises designing a blended learning solution and justifying the modality mix.
• Individual exercises developing a strategic **L&D** alignment plan and budget proposal.
• Final Certification Exam: testing mastery of all core principles and professional standards.

Unit 1: Strategic Role of L&D and Needs Assessment

• The strategic partner role of **L&D** and linking learning initiatives to strategic business priorities
• Mastering the full process of **Training Needs Assessment (TNA)** and gap analysis
• Utilizing competency modeling and job analysis data to inform learning requirements
• Developing a comprehensive annual training plan and budget aligned to the TNA findings

Unit 2: Instructional Design Mastery (The ADDIE Model)

• In-depth application of the **ADDIE (Analysis, Design, Development, Implementation, Evaluation)** model
• Mastering the design phase: defining objectives, content structure, and instructional strategy
• Developing high-impact learning materials for various modalities (ILT, e-learning, microlearning)
• Applying cognitive load theory and learning science to optimize material structure and sequencing

Unit 3: Implementation of Blended Learning Solutions

• Strategies for designing and managing complex, multi-modal blended learning programs
• Utilizing digital platforms (**LMS/LXP**) for content delivery, tracking, and social learning
• Mastering facilitation techniques for both traditional instructor-led and virtual training (**VILT**)
• Implementing post-training reinforcement strategies to ensure learning transfer to the workplace

Unit 4: Rigorous Evaluation and Measurement of ROI

• In-depth application of the four levels of the **Kirkpatrick Model** (Reaction, Learning, Behavior, Results)
• Developing Level 3 (Behavior) and Level 4 (Results) measurement tools and methodologies
• Calculating the **Return on Investment (ROI)** for major training initiatives using reliable formulas
• Strategies for presenting evaluation data to executive leadership and demonstrating business impact

Unit 5: L&D Management, Technology, and Consulting

• Managing the **L&D** team, vendor relationships, and external content providers
• Selecting, implementing, and optimizing learning technology (**LMS/LXP**) solutions
• The **L&D** professional as an internal consultant: diagnosing organizational problems and recommending learning solutions
• Developing a professional portfolio and leading continuous professional development in the field