In a business landscape constantly facing unpredictable fluctuations and the dizzying pace of digital transformation, the role of Learning & Development (L&D) has far transcended the mere organization of training courses. L&D is now a strategic function, tasked with the mission of building core capabilities, fostering agile adaptation, and ensuring sustainable growth for the organization. However, the challenge for many L&D professionals lies in how to transition from a supportive role to a strategic partner, capable of designing holistic learning experiences, tracking actual post-training performance, and demonstrating ROI convincingly.

I – PROGRAM OBJECTIVES

• Design and manage comprehensive training experiences.
• Monitor and support post-training performance.
• Evaluate and report effectiveness aligned with business goals.
• Develop flexible, modern, and adaptive L&D strategies.

II – TRAINING METHODOLOGY

Our methodology is rooted in principles of adult learning and practical application, ensuring that every hour spent in the NEXTGEN L&D program directly contributes to enhanced professional capability:

• • Solving Real-world Problems – Not just for fun, but for application:
    • This program eschews purely theoretical concepts in favor of actionable insights. Participants will actively engage in solving authentic L&D situations and complex business challenges drawn directly from real corporate environments or their own professional contexts. This hands-on approach ensures immediate relevance and applicability.
  • Modern Learning Design Thinking – Learner-centric approach:
    • At the heart of our program is the philosophy of learner-centricity. Participants will learn how to architect an integrated learning journey that extends seamlessly across the “before, during, and after” phases of formal training. Crucially, all content and activities are meticulously personalized to align with each individual learner’s unique organizational context, current capabilities, and specific development objectives, maximizing engagement and retention.
  • Small Group Coaching & Mentoring – Always a companion:
    • Understanding that true mastery comes through ongoing support, the program integrates dedicated small-group coaching sessions. These intimate sessions provide a safe and collaborative space for participants to address their real-world implementation concerns, refine their strategic thinking, and solidify best practices in the L&D profession under expert guidance.
  • Comprehensive Learning Materials – Standardized templates, checklists, case studies:
    • Beyond theoretical discourse, the NEXTGEN L&D program provides a rich repository of practical resources. Participants will receive ready-to-use templates, comprehensive checklists, and detailed, anonymized case studies that can be immediately adapted and applied within their own organizations. These invaluable tools are designed to streamline L&D implementation efforts and significantly reduce preparation time.
  • Capstone Project – Learn by doing, real work, real assessment:
    • The ultimate test of learning is application. Each participant will undertake a substantial L&D project directly applicable to their actual work responsibilities. This capstone project serves as a practical demonstration of acquired skills, developed under the continuous guidance and constructive feedback of the experienced instructors, ensuring a tangible and measurable outcome.

III. PROGRAM CONTENT

Module 1: T1 – Understanding Needs

• Objective: Master the methods for analyzing training needs linked to business objectives.
• Main Content:
  • The correlation between development initiatives and business objectives.
  • Analyzing business needs and capability development needs.
  • Developing KPIs to evaluate learning effectiveness.
• Learning Activities:
  • Group exercise: Define “Outcome-Oriented Objectives” for a specific training program.
  • Present results & receive feedback.

Module 2: T2 – Designing Solutions

• Objective: Design a comprehensive learning experience, integrating before, during, and after the course.
• Main Content:
  • Principles of effective learning design.
  • Tools for transfer & application promotion.
  • Designing the learning journey from the learner’s perspective.
• Learning Activities:
  • Design a sample course integrating experiential elements.
  • Discuss real-world situations in the business.

Module 3: T3 – Training Implementation

• Objective: Organize effective learning activities suitable for the target audience.
• Main Content:
  • Characteristics of adult learners & appropriate methodologies.
  • Building an effective development implementation plan.
  • Designing highly applicable learning activities.
• Learning Activities:
  • Design training activities.
  • Develop an implementation plan for a real learning program.

Module 4: T4 – Promoting Application

• Objective: Enhance post-training effectiveness through workplace support systems.
• Main Content:
  • The role of line managers and colleagues.
  • Designing support and monitoring systems for post-training application.
  • Tools to support feedback and reflection after learning.
• Learning Activities:
  • Develop a post-training support plan.
  • Apply coaching, mentoring, and nudge techniques to support learners in behavior change and sustained application after learning.

Module 5: T5 – Synthesis & Evaluation

• Objective: Measure learning effectiveness and improve programs based on data.
• Main Content:
  • Training effectiveness evaluation models.
  • Techniques for measuring learning effectiveness.
  • Reporting effectiveness using storytelling & dashboards.
• Learning Activities:
  • Prepare an effectiveness report for a sample program.
  • Develop an improvement plan based on data.

IV – THIS PROGRAM IS DESIGNED FOR

1. L&D Executive / Specialist
   • Responsible for organizing internal courses and programs.
   • Wants to enhance strategic thinking and systematic training design and implementation capabilities.
   • Aspirers to create real value for learners and the organization.
2. L&D Manager / HRD
   • Leading an L&D team but facing challenges in demonstrating training effectiveness.
   • Wants to build L&D strategies tightly linked to business objectives.
   • Needs to learn how to measure and tell stories with data for presentations to leadership.
3. HRBP / HR Generalist with the responsibility of aligning learning with talent development
   • Needs a deep understanding of how to Design – Implement – Measure L&D programs.
   • Wants to become a bridge between employee development needs & organizational goals.
4. Those looking to pivot their career into the L&D field
   • Has previous experience in HR, teaching, coordination, etc.
   • Wants to learn systematically – practically – with modern L&D mindset updates.
   • Aspirers to become a PROFESSIONAL L&D practitioner – WITH IMPACT IN THE ORGANIZATION where you work.

Training L&D

📌DETAILED COURSE INFORMATION: NEXTGEN L&D

Reference Articles:

• Understanding Kirkpatrick Model – The Key to Elevating Corporate Training Effectiveness (2025)
• Measuring ROI in Training: A Strategic Turning Point or an Overlooked Problem?
• Challenges of L&D in the Digital Age – 2025
• The Future of Work: What L&D Needs to Prepare for Rapid Changes?

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HRDC – Learn – Apply – Succeed

🌐Website: https://hrdc.com.vn

🚨Hotline: 0866 566 366 – 0585 27 28 29

📧Email: chamsockhachhang@hrdc.com.vn

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