This course contains the use of artificial intelligence.

Training for adults is judged on one thing: whether behaviour changed at work. Not on the feedback form, not on the test score, not on whether the day was enjoyable. Here are 484 tools to design for that: 340 ready-to-use procedures, question lists, templates and checklists, 120 models and methods, 22 services shown on screen and 2 working files.

Open a lecture, take the procedure, and rewrite one learning objective in terms of behaviour.

Why adults forget training by Monday

Objectives describe topics instead of behaviour, sessions are built around content, and nothing happens after the last slide. Managers are not involved, practice is missing, and evaluation stops at satisfaction. People go back to their desks and do what they did before.

What changes after this course

You write objectives as observable behaviour, build learning on competencies, design blended programmes and facilitate sessions where people practise. Development continues through 70-20-10, feedback and performance management, and you can prove the transfer.

What is inside: 484 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 43 downloadable resources: lecture presentations plus a PDP implementation roadmap and a session transfer check
• 340 ready-to-use tools inside the presentations:
• 98 step-by-step procedures: competency writing, Gagné’s nine events of instruction, six-step learning transfer, training evaluation
• 79 question lists and scripts: employee development planning, performance support needs, post-training evaluation, first coaching session
• 57 templates and sample documents: job competency profile, individual development plan, training ROI calculation, problem-solving workshop agenda
• 54 checklists: competency quality, test task preparation, performance support quality, learning transfer
• 32 scorecards, rubrics and matrices: competency assessment tool selection, learning outcomes data collection, performance support format selection, performance and behavior assessment
• 7 ready AI prompts, 7 formulas and metric sets and 6 other working tools: assessment center exercise design, development actions generation, human capital management metrics, PDP metrics dashboard, training suitability diagnosis, development actions library
• 120 models and methods explained with examples: 6D learning transfer, 70-20-10 learning, Phillips ROI, SMART goals
• 22 services shown on screen, including Docebo, Axonify, Confluence, 15Five, Google Forms and ChatGPT

Where the tools are

Objectives and competencies (3 sections, 125 tools). Competency-based objectives, frameworks and competency libraries.

The learning function (2 sections, 103 tools). Audit, strategy, instructional design, blended learning and transfer.

Careers and providers (2 sections, 66 tools). Career development, talent pools, external providers and distance learning.

Facilitation (2 sections, 103 tools). Group problem solving, closing, alignment and difficult cases.

Beyond the classroom (3 sections, 62 tools). 70-20-10, development plans, feedback loops and recognition.

Proving transfer (3 sections, 96 tools). Performance management, assessment centres, difficult conversations, appraisals and nine-box.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

When I grew my recruiting team at the STB TV channel from two people to twelve, I had to hire about ten recruiters in six months who could work at once. I gave them two development tools: a detailed hiring process guide with flowcharts, steps, owners and deadlines, and shadowing experienced colleagues. As a student I also learned what happens without practice: I studied 3D Studio Max well, had no client to use it for, and soon forgot it.

How to use the course

Start with objectives and competencies, then design one programme using the learning function, facilitation and transfer sections. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 43 lectures across 16 sections, 18.5 hours
• 43 downloadable resources: lecture presentations and 2 working files
• 484 tools across the lessons, including 22 services shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take one training you run and write what people should do differently at work afterwards, then open the first lecture. Enrol now and start your first lesson today.