Concepts Covered:

– What is Strategic L&D?
– Strategic workforce planning vs. L&D planning
– HR Business Strategy → Capability Mapping → L&D Strategy
– Linking Vision → Department KPIs → Learning Paths

Hands-on Activity:

– Mapping organizational strategy to L&D goals (Live project)
– Creating functional competency requirements from business strategy
– Real examples from manufacturing/IT/startups

Frameworks & Tools:

– McGhee & Thayer’s 3-Level TNA
– SWOT Analysis for Learning
– Survey-based Gap Analysis
– Performance Scorecard Deep Dive
– Heatmaps for team-level skill needs

Hands-on Activity:

– Build a TNA survey
– Analyze performance data to extract training needs
– Create a Skills Heatmap using Excel

Concepts:
– What are competencies?
– Types of competencies
– Role-wise vs. organizational competency models
– Core, Functional, and Leadership competencies

Frameworks:
– Lominger Competency Model
– Skill-Will Matrix

Hands-on:
– Create a sample competency dictionary for 3 job roles
– Map existing employees to competency levels (Low/Medium/High)
– Derive learning interventions from skill gaps

Concepts:
– Performance vs. Potential Grid
– Identifying HiPos, Mid-performers, and Low-performers
– Planning L&D tracks: Leadership pipeline, Core development, PIP

Hands-on:
– Use 9-box to assess a team (Excel template)
– Create a Training Action Plan based on box placements
– Build personalized IDPs for each box type

Concepts:
– Difference between IDP and PIP
– SMART Goals for development
– Using PMS data to trigger IDP/PIP

Tools:
– IDP Templates, PIP Templates, Goal Sheets

Hands-on:
– Create a real IDP and PIP using employee data
– Monthly tracking dashboard for development plans
– Review mechanisms

Frameworks:
– ADDIE
– Bloom’s Taxonomy
– Kolb’s Experiential Learning Cycle
– Gagné’s Nine Events of Instruction
– ARCS Model (Attention, Relevance, Confidence, Satisfaction)

Content:
– Designing content for technical, behavioral, and leadership programs
– Matching learning methods with audience needs

Hands-on:
– Design a 2-hour session using ADDIE
– Map Bloom’s levels to session outcomes

Topics:
– Instructor-led training, eLearning, Blended Learning
– Tools: Google Classroom, Moodle, Teams, Mentimeter, Kahoot
– Peer learning, Coaching, Reverse Mentoring
– Framework: – Honey and Mumford

Hands-on:
– Host a 15-minute peer session with feedback
– Plan a blended learning journey for new joiners
– Microlearning content creation (demo)

Frameworks:
– Kirkpatrick’s 4 Levels
– Phillips ROI Model
– Cost-benefit Analysis for training programs

Tools:
– Pre/Post Assessment Tools
– Feedback Forms
– ROI Calculator in Excel

Hands-on:
– Evaluate a sample training program
– Fill ROI calculation template
– Create training effectiveness dashboards

Topics:
– Career architecture using L&D
– Creating role progression maps
– Integration with HiPo development plans
– LMS-based learning paths

Hands-on:
– Create a career path matrix using Excel
– Link competencies to learning modules
– Build a leadership development track

Topics:
– How to prepare a training budget
– Vendor selection and costing
– Creating annual training calendar
– Internal vs. external training ROI comparison

Tools:
– Budget templates, calendar templates
– Proposal writing for training interventions

Hands-on:
– Prepare a 6-month training plan with cost breakup
– Present it as a proposal to management (roleplay)

Participants will:
1. Conduct TNA for a sample company
2. Use 9-box and competency data to recommend learning interventions
3. Create IDP, PIP, and a training plan
4. Design and evaluate 1 training session using ADDIE
5. Submit ROI dashboard + Budget + Executive Proposal

– TNA Template
– 9-box Template
– Competency Dictionary
– LMS Tools (Google Class/Moodle)
– IDP & PIP Formats
– ROI Calculator
– L&D Tracker
– Annual Calendar Format
– Career Path Framework