ORGANISATIONAL FRAMEWORK FOR SKILLS, KNOWLEDGE AND COMPETENCIES TRAINING PROGRAMME, CAREER DEVELOPMENT
Building Strategic Talent Pathways for Sustainable Organizational Growth
Course Schedule
| Date | Venue | Fees (Face-to-Face) |
|---|---|---|
| 17 – 21 Nov 2025 | London – UK | USD 3495 per delegate |
Course Introduction
As organizations navigate constant change, the ability to systematically develop skills, knowledge, and competencies across the workforce is a critical competitive advantage. A robust organizational framework for training and career development ensures employees are equipped to meet current demands while preparing for future challenges.
This course provides HR professionals, learning & development managers, and business leaders with the tools to design, implement, and evaluate structured training programmes and career development pathways. Participants will explore competency frameworks, skill gap analysis, succession planning, and learning architecture aligned with strategic goals.
Course Objectives
By the end of this course, participants will be able to:
• Develop an integrated framework for skills and competency development across roles
• Conduct skills audits and gap analyses to guide training investments
• Design training programmes aligned with organizational and career progression goals
• Implement career development plans that support employee retention and engagement
• Establish metrics for measuring learning effectiveness and organizational impact
Key Benefits of Attending
• Build a strategic approach to learning, upskilling, and workforce development
• Link training and development to organizational performance and future talent needs
• Gain frameworks and templates to implement competency-based learning
• Enhance employee engagement through visible career growth pathways
• Ensure training investments deliver measurable ROI and business value
Intended Audience
This program is designed for:
• HR and L&D professionals
• Talent and performance managers
• OD consultants and succession planners
• Training and development coordinators
• Line managers involved in staff development
Individual Benefits
Key competencies that will be developed include:
• Competency framework development and alignment
• Skills mapping and training needs assessment
• Designing modular and role-specific learning pathways
• Strategic career planning and employee engagement
• Evaluation of training outcomes using KPIs and ROI tools
Organization Benefits
Upon completing the training course, participants will demonstrate:
• More effective and aligned training programmes across departments
• Stronger succession planning and leadership development
• Increased employee retention through clear growth paths
• Improved workforce agility and readiness for future roles
• Data-driven decisions on training investments and skill-building priorities
Instructional Methdology
The course follows a blended learning approach combining theory with practice:
• Strategy Briefings – Learning architecture, career models, and training strategy
• Case Studies – Competency frameworks and career development initiatives from leading organizations
• Workshops – Competency mapping, skills audits, and career plan design
• Peer Exchange – Sharing of L&D practices, challenges, and solutions
• Tools – Skill gap templates, learning matrices, career map samples, and ROI calculators
Course Outline
Detailed 5-Day Course Outline
Training Hours: 7:30 AM – 3:30 PM
Daily Format: 3–4 Learning Modules | Coffee breaks: 09:30 & 11:15 | Lunch Buffet: 01:00 – 02:00
Day 1: Foundations of Competency-Based Training
Module 1: Strategic Role of L&D in Organizational Success (07:30 – 09:30)
• Workforce transformation and the importance of skills development
• The evolving L&D landscape and business alignment
Module 2: Competency Frameworks and Job Profiles (09:45 – 11:15)
• Types of competencies (core, functional, leadership)
• Developing competency dictionaries and mapping to job roles
Module 3: Workshop – Build a Competency Matrix (11:30 – 01:00)
• Define role-based competencies using a sample framework
Module 4: Peer Exchange – Common Framework Challenges (02:00 – 03:30)
• Group discussion on rollout, buy-in, and customization
Day 2: Skills Assessment and Training Design
Module 5: Conducting Skills Audits (07:30 – 09:30)
• Methodologies: self-assessment, supervisor assessment, testing
• Analyzing gaps between current and required skills
Module 6: Designing Learning Programmes (09:45 – 11:15)
• Learning paths, microlearning, and blended delivery models
• Modular design for different roles and levels
Module 7: Workshop – Training Needs Assessment (11:30 – 01:00)
• Develop a training plan based on a gap analysis
Module 8: Case Study – Building a Learning Curriculum (02:00 – 03:30)
• From framework to course development: best practices
Day 3: Career Development and Succession Planning
Module 9: Career Paths and Growth Models (07:30 – 09:30)
• Vertical, lateral, and lattice career planning
• Linking roles, competencies, and career options
Module 10: Succession and Talent Pipeline Planning (09:45 – 11:15)
• Identifying critical roles and successors
• Readiness metrics and development planning
Module 11: Workshop – Designing a Career Development Plan (11:30 – 01:00)
• Build a personal development plan aligned with competencies
Module 12: Peer Exchange – Internal Mobility and Retention (02:00 – 03:30)
• Strategies to motivate and retain high-potential talent
Day 4: Learning Governance and Measurement
Module 13: Training Governance and Policy Design (07:30 – 09:30)
• Learning charters, budgets, and evaluation protocols
• Governance structures and reporting
Module 14: Measuring Training Impact (09:45 – 11:15)
• Kirkpatrick’s model, ROI calculations, and learning analytics
• Setting KPIs and feedback loops
Module 15: Workshop – L&D Scorecard and Evaluation Plan (11:30 – 01:00)
• Create a dashboard to measure training effectiveness
Module 16: Case Study – Learning ROI in Action (02:00 – 03:30)
• Analyze a real training initiative and its impact
Day 5: Integration and Implementation Planning
Module 17: Change Management for L&D Initiatives (07:30 – 09:30)
• Stakeholder engagement and communication strategies
• Phased rollout and reinforcement
Module 18: Digital Learning and Future Trends (09:45 – 11:15)
• LMS, AI in learning, skills passports, and personalized learning paths
Module 19: Final Project – Strategic Training Framework Presentation (11:30 – 01:00)
• Present a proposed training and development framework
Module 20: Review, Feedback and Certification (02:00 – 03:30)
• Course wrap-up and certification distribution
Certification
Participants will receive a Certificate of Completion in Organizational Framework for Skills, Knowledge and Competencies Training Programme and Career Development, recognizing their ability to build and implement strategic learning and development systems for workforce advancement.