Certification Course in Learning and Development (L&D)

Explore common methods of learning in corporates, including training, development, and learning itself. Review approaches like classroom training, seminars, self-paced videos, peer learning, and on-the-job training to build competencies.

Learn instructional system design, a formal method for analyzing learning needs, defining objectives, selecting delivery methods, and evaluating training quality with the Addie model (analyze, design, develop, implement, evaluate).

Explore the Addie model in detail, outlining five phases—analyze, design, develop, implement, and evaluate—and note its continuous nature and role of collaboration.

Analyze training needs using the Addie model's analyze phase to identify gaps and plan why, what, who, where, when, how, and how much with LNA, TNA, and DNI.

Conduct root cause analysis with a competency matrix to identify gaps in customer focus, communication, and product or process knowledge, then upskill customer support executives through targeted training.

Analyze program gaps and prioritize competencies based on budget, time, training room, and trainer constraints to focus on the most critical areas.

Analyze trainees and trainers to tailor sessions: use matrices or surveys to group by KSAs, plan for a 15-member classroom, and decide in-house or external trainers by expertise and cost.

Identify where a learning program will occur, weighing on-the-job, head office, external venues, or online sessions using webinar platforms like Zoom, Google Meet, Microsoft Teams, WebEx.

Decide the program schedule by setting the date and time, and determine whether sessions will be one-time or occur frequently. Clarify the total session duration to guide planning.

Analyze the learning and development methodology through classroom sessions and training formats, including outbound training manuals, case studies, role plays, group and individual activities, discussions, presentations, learning by videos.

Explore how to estimate the cost of a learning and development program during the analysis phase, including budget, trainer fees, topics, number of batches, and Addie-driven decisions.

Design the training phase as the skeleton of the program, emphasizing time for structure over immediate content development, and using a table of contents and session plan to clarify topics.

Apply Bloom's taxonomy to training design by guiding learners through remembering, understanding, application, analysis, evaluation, and creating to reach higher learning objectives.

Map the session plan with clear training name, learning outcomes, topics, objectives, methodology, and time, using Bloom's taxonomy to craft measurable learning objectives for instructor-led training.

Develop the content in the training program using the ADDIE model’s content development stage, applying show-and-tell techniques, engaging introductions, icebreakers, pretests, and relevance to learners.

Learn how to design effective training presentations with clear slides, presenter notes, and visuals using PowerPoint, Google Slides, or Canva, plus color and contrast considerations.

Apply the Addie implementation phase by delivering training with trainer introduction, icebreakers, a pretest, ground rules, and the show-and-tell approach, then use a post-test to adjust delivery.

Discover the basics of communication skills—the process, barriers, and the seven C's—while examining verbal, vocal, and visual elements.

Explore training aids from marker boards and flip charts to speakers and projectors, enhancing delivery, engagement, and real-time collaboration through activities like sticky notes and polls.

Assess training effectiveness using the Kirkpatrick model’s levels—reaction, learning, behavior, results, and ROI—and apply them within the ADDIE evaluate phase to measure impact and inform improvements.

Explore outbound trainings as experiential learning outside the classroom, using natural environments and adventure activities to build essential skills and competencies. Prioritize safety, inclusivity, weather contingency plans, and cost awareness.

Discover common learning and development terminologies, including LMS, self-paced training, cohort based courses, synchronous and asynchronous learning, microlearning, and hybrid or blended learning.