Analyze organizational and individual learning needs to align TD strategies with business goals. Design effective learning solutions using evidence-based instructional design models. Develop engaging learning materials (instructor-led, eLearning, virtual) using appropriate technologies. Implement learning solutions through effective facilitation and delivery methods. Evaluate learning impact using Kirkpatrick’s four levels and continuous improvement strategies. Create a comprehensive annual talent development plan aligned with HRD strategy.

By the end of the program, participants will be able to: 1. Position HR as a strategic enabler within agile and purpose-driven organizations by aligning people strategies with business outcomes. 2. Design and implement a skills-based talent strategy using talent intelligence tools, skills taxonomies, and workforce planning models. 3. Integrate AI and emerging technologies into core HR functions responsibly, ensuring ethical governance and enhancing employee experiences. 4. Architect employee experiences (EX) across the lifecycle using human-centered design, journey mapping, and EX innovation frameworks. 5. Develop flexible, equitable total rewards strategies that attract, motivate, and retain diverse and purpose-oriented talent. 6. Lead DEI 2.0 and ESG initiatives by embedding social impact, ethical leadership, and psychological safety into organizational culture. 7. Apply data-driven decision-making and people analytics to diagnose workforce issues, predict trends, and drive business-aligned actions. 8. Champion HR agility and organizational transformation by adopting agile mindsets, building change resilience, and designing future-ready structures.

Learning Objectives By the end of the program, participants will be able to: 1. Apply structured approaches to talent acquisition, including job analysis and interview design. 2. Use competency frameworks to align HR processes with organizational goals. 3. Design and implement performance management systems that drive employee development. 4. Craft learning and development strategies based on skill gaps and business needs. 5. Foster employee engagement through data-driven initiatives and practical tools. 6. Analyze workforce data using basic HR metrics and dashboards. 7. Contribute to organizational culture development through HR practices. 8. Build HR action plans that align with strategic business outcomes.