In my previous role, I was tasked with creating a comprehensive onboarding program for new hires. I began by conducting needs assessments to identify key areas where training was needed. I then developed a curriculum that included both theoretical knowledge and practical skills. The program was a success, as evidenced by the positive feedback from participants and a noticeable improvement in their performance metrics.

I measure the effectiveness of a learning and development program through a combination of qualitative and quantitative methods. This includes pre- and post-training assessments, participant feedback surveys, and tracking key performance indicators (KPIs) before and after the training. Additionally, I conduct follow-up sessions to ensure that the learning is being applied in the workplace and to address any challenges the participants may face.

To ensure training content remains relevant and engaging, I regularly update the curriculum based on industry trends and feedback from participants. I also incorporate interactive elements such as case studies, role-playing, and group discussions to keep the sessions dynamic. Additionally, I leverage technology by using e-learning platforms and multimedia tools to deliver content in a variety of formats.

When facing resistance, I first try to understand the root cause by engaging in open dialogue with the stakeholders. I then tailor my approach to address their concerns, whether it's by providing more context on the benefits of the training or adjusting the format to better suit their preferences. I also highlight success stories from previous participants to build confidence in the program.

I have extensive experience with various LMS platforms, including Moodle and TalentLMS. I use these systems to track participant progress, manage course content, and generate reports on training effectiveness. By leveraging LMS features, I can ensure that all training materials are easily accessible and that participants receive timely feedback on their performance.