The Certificate Program in Workplace Learning and Performance
Introduction
This certificate program in workplace learning and performance provides an overview of workplace learning and performance and focuses on the roles and competencies of the WLP Manager, Analyst, Intervention Selector, Intervention Designer and Developer, Intervention Implementor, Change Leader, and Evaluator.
Objectives
Upon completion of the workshops in this certificate program, participants will be able to:
• Discuss the field of workplace learning and performance
• Describe the roles and competencies of the WLP Manager and Analyst
• Describe the roles and competencies of the Intervention Selector and Intervention Designer and Developer
• Describe the roles and competencies of the Intervention Implementor and Change Leader
• Describe the role and competencies of the Evaluator
Outline
• I. Workshop 1: Workplace Learning and Performance: Overview of WLP and the Roles and Competencies of the WLP Manager and Analyst
• II. Workshop 2: Workplace Learning and Performance: The Roles and Competencies of the Intervention Selector and Intervention Designer and Developer
• III. Workshop 3: Workplace Learning and Performance: The Roles and Competencies of the Intervention Implementor and Change Leader
• IV. Workshop 4: Workplace Learning and Performance: The Role and Competencies of the Evaluator
Length
Eight Days*
Target Audience
This certificate program is well suited for leaders with responsibilities for workplace learning and performance, WLP practitioners, or those individuals interested in learning more about the workplace learning and performance field.
The Certificate Program in Supervisory Leadership
Introduction
This certificate program in supervisory leadership is designed to help individuals build their competencies in supervisory leadership.
Outline
• I. Workshop 1: The Changing Role of Supervisory Leadership
• II. Workshop 2: Supervision and Leadership: Exerting Positive Influence and Leading People
• III. Workshop 3: The Emerging Role of Facilitator: Working with Groups and Teams
• IV. Workshop 4: Plotting the Future: Planning
• V. Workshop 5: Translating Plans into Actions: Organizing
• VI. Workshop 6: Implementing Plans: Directing
• VII Workshop 7: Tracking Plans with Actions: Controlling
• VIII. Workshop 8: Managing the Critical Intangibles: Decision-Making, Problem-Solving, and Creativity
• IX. Workshop 9: Helping People Understand: Communicating
• X. Workshop 10: Helping People Work Together: Human Relations
• XI. Workshop 11: Encouraging Results: Motivating People
• XII: Workshop 12: Implementing Empowerment: Delegating
• XIII: Workshop 13: Taking Responsibility: Organizational Ethics
• XIV: Workshop 14: Building Human Resources: Staffing
• XV: Workshop 15: Managing Finance and Resources: Budgeting XVI: Workshop 16: Tracking the Results of Human Efforts: Evaluating
• XVII: Workshop 17: Keeping People on Track: Handling Conflict and Discipline
• XVIII: Workshop 18: Working with Unions
• XIX: Workshop 19: Planning for Change: Technology and Global Work
• XX: Workshop 20: Preparing for the Future: Supervision Tomorrow
Length
This certificate program consists of twenty workshop modules. Each module is one day in length.*
Targeted Audience
This certificate program is intended for practitioners interested in building their competencies in supervisory leadership.
Organization Development and Change Management
Introduction
This certificate program in organization development and change management provides an overview of OD and change management and focuses on topics such as the foundations and new developments, facilitation and process consultation skills of an OD and change management leader, marketing and getting into group settings, gathering perceptions, feeding them back, and planning for action in a change effort, and making change happen, evaluating results, and how to consolidate your knowledge.
Objectives
Upon completion of the workshops in this certificate program, participants will be able to:
• Define organization development (OD) and change management (CM)
• Explain how OD is different from five other change strategies in organizations
• Describe the Action Research Model (ARM) as it is used to guide change in groups
• Describe the Appreciative Inquiry Model (AIM) as it is used to guide change in groups
• Summarize recent developments in OD and CM
• Define facilitation and explain how it differs from instruction
• Describe the competencies of an OD facilitator
• Define process consultation and explains how it differs from facilitation
• Demonstrate the competencies of a process consultant
• Demonstrate selected competencies of an OD facilitator and process consultant
• Describe how to market services as an internal consultant or external consultant
• Explain how to gain entry to organizations needing change
• Explain how to gather information quickly about the organization
• Describe how to gather perceptions using surveys, interviews, focus groups, and other methods
• Explain effective approaches to providing feedback to groups about their problems
• Explain effective approaches to get a group to establish and implement an action plan for improvement
• Describe how to select and implement various small group, large group, and organizational change efforts
• Explain how to make change “stick” (stay) in an organization after the consultant leaves
• Explain and demonstrate ways of evaluating the results of OD interventions
• Summarize what they have learned in the certificate program
Outline
• I. Workshop 1: An Overview of Organization Change and Development: Foundations and New Developments
• II. Workshop 2: Building the Facilitation and Process Consultation Skills of an Organization Development and Change Management Leader
• III. Workshop 3: Marketing and Getting into Group Settings: Entering and Starting Up Change Efforts
• IV. Workshop 4: Gathering Perceptions, Feeding Them Back, and Planning for Action in a Change Effort
• V. Workshop 5: Making Change Happen, Evaluating Results, and Consolidating Your Knowledge
Length
Five Days
Targeted Audience
This certificate program is well suited for leaders with responsibilities for organization development and change management, OD and change management practitioners, or those individuals interested in learning more about organization development and change management
The Training and Development Certificate
Introduction
The certificate program in training and development is intended to help individuals build their competencies in training and development.
Objectives
Upon completing the certificate, participants will be able to:
• Describe the current state of the training and development field
• Review key principles of adult learning
• Define and distinguish among such key terms as training, learning, development, and employee education
• Define performance analysis
• Identify training needs and distinguish them from management needs
• List the steps in the traditional instructional systems design (ISD) model
• Define the term training needs assessment
• Explain how a TNA project is carried out
• Define a performance objective and list the parts contained in an objective
• Discuss testing items and how they are developed from performance objectives
• Discuss media selection and describe how a media mix is determined for training
• Define facilitation, distinguish it from instruction, and demonstrate capabilities in facilitating and instructing
• Define training evaluation
• Discuss 4 types of training evaluation
• Describe how each type of training evaluation is conducted
Target Audience
This certificate program is intended for training and development practitioners.
Length
• The certificate consists of 5 workshop modules. Each module is 3 days in length.
• Participants will also be expected to do about 5 hours per week of outside work for each module on projects and on reading for the modules.
Assignments
• Participants in this program should be assigned to teams before the workshops and should have assignments, based on their actual work, to demonstrate what they have learned in the workshops.
• Each team should be given a project on which they must demonstrate expertise in training needs assessment, instructional design, facilitation or design, and training evaluation.
• Each team will develop a portfolio to demonstrate expertise in all four key steps. Reading for the Program Participants should have outside readings to do for the program.
Recommended Text
Rothwell, W., & Sredl, H. (2000). The ASTD reference guide to workplace learning and performance. 3rd ed. 2 vols. Amherst, MA: Human Resource Development Press
Career Development for Training Professionals
Introduction
This certificate program in training and development is intended to help individuals build their competencies in training and development.
Objectives
Upon completing the certificate, participants will be able to:
• Describe the current state of the training and development field Review key principles of adult learning
• Define and distinguish among such key terms as training, learning, development, and employee education
• Define performance analysis Identify training needs and distinguish them from management needs
• List the steps in the traditional instructional systems design (ISD) model
• Define the term training needs assessment
• Explain how a TNA project is carried out
• Define a performance objective and list the parts contained in an objective
• Discuss testing items and how they are developed from performance objectives
• Discuss media selection and describe how a media mix is determined for training
• Define facilitation, distinguish it from instruction, and demonstrate capabilities in facilitating and instructing
• Define training evaluation
• Discuss four types of training evaluation
• Describe how each type of training evaluation is conducted
Outline
• I. Workshop 1: Introducing Training and Development
• II. Workshop 2: Analyzing Performance Problems and Training Needs
• III. Workshop 3: Designing and Developing Effective Training
• IV. Workshop 4: Implementing Training: Delivering and Facilitating Training
• V. Workshop 5: Evaluating Training
Length
• The certificate consists of five workshop modules.
• Each module is three days in length. Participants will also be expected to do about five hours per week of outside work for each module on projects and on reading for the modules.
Targeted Audience
This certificate program is intended for training and development practitioners.
Building World-Class Talent through Human Resource Management: A Certificate Program
Introduction
This certificate establishes competence in the practice of human resource management (HRM) based on world-class standards.
Objectives
Upon completion of the workshops in this certificate program, participants will be able to
• Describe the various roles, competencies and expected work results of HRM practitioners
• Describe the role of HRM in:
o Planning for the intellectual talent needs of the organization
o Recruiting, hiring, and orienting workers
o Ensuring workplace safety and health
o Training workers o Compensating and providing necessary benefits to workers
o Establishing and operating performance appraisal/evaluation systems
o Formulating and running HR policy and practice in the organization—including employee disciplinary practices
Outline
• I. Workshop 1: Human Resource Management Today
• II. Workshop 2: HRM: The Strategic Role
• III. Workshop 3: Compensation and Benefits
• IV. Workshop 4: Employee Recruitment and Selection V. Workshop 5: Developing and Retaining Talent
• VI. Workshop 6: Training and Development
• VII. Workshop 7: Change Management
Length
The certificate consists of seven workshop modules. Workshops 1, 3, and 4 are each two days in length. Workshops 2, 5, 6, and 7 are each one day in length.*
Targeted Audience
This certificate program is intended for human resource practitioners.
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