Transforming Training from 'Knowledge Provision' to a 'Mechanism for Continuous Change' | For HR Development, Training, and Community Course Managers | 'Design Course for Sequential Lectures and Camp Training' That Creates Behavioral Change and Value Creation

Addressing the issue where training and courses end merely as a "good learning experience" without leading to changes in the workplace. We are holding a course that will serve as an entry point for sharing the concept of "program design that creates behavioral change and value creation," which can be applied regardless of the field, such as DX, human resource development, or community courses, leading to the redesign of this term's training and HR development measures. Empublic Inc. (Headquarters: Bunkyo-ku, Tokyo; Representative Director: Takuji Hiroishi) will hold the "Design Course for Sequential Lectures and Camp Training That Creates Behavioral Change and Value Creation," primarily targeting corporate human resource development managers and practitioners who plan and operate training and courses. This course is not a skill training limited to specific fields (like DX or new business). Starting from the question, "Why do so many training sessions and courses struggle to lead to workplace actions or value creation?" the objective is to review the structure and design philosophy of the programs themselves. ■ Training is increasing, but change is hard to produce A large number of training and HR development programs are being implemented in the workplaces of companies, municipalities, and local communities. On the other hand, - Participants are highly satisfied, but their behavior does not change. - It ends as a one-off event and does not lead to continuous efforts. - What was learned gets buried upon returning to the workplace. Such challenges are frequently heard from HR development and course planning managers. In this course, we reexamine these problems not simply as issues of "participant awareness" or "quality of content," but as issues of "design" that encompass the before, after, processes, and relationships of learning. ■ Characteristics of this course This course is not a "training to learn techniques," but rather a place to provide a "design perspective" for thinking about: - What kind of change do we want the training/courses planned for this term to produce? - What kind of mechanisms are needed to ensure that change continues in the workplace? It is intended to organize design principles common across fields such as DX training, human resource development training, and local talent courses, allowing participants to take them back to their respective workplaces after the course to lead to redesign and improvement. ■ Main perspectives covered in the course - What must be designed to lead to behavioral change, rather than ending at "I learned it"? - How to incorporate not just knowledge and skills, but also relationships and spaces for trial and error? - Structures to connect one-off courses to practical application and development. - Program design concepts common to different fields like DX, HR development, and community building. ■ Main target audience for this course - Corporate human resource development and education/training managers. - Those responsible for program design at training companies, universities, and specialized institutions. - Those planning human resource development and courses in municipalities and local regions. - Those who feel they "do not want existing training or DX courses to become an empty shell." ■ Instructor: Takuji Hiroishi, Representative of Empublic Inc. Part-time lecturer at the Faculty of Policy Management, Keio University, and the College of Business, Rikkyo University; Special Researcher for the System Architect Training Program at Aoyama Gakuin University. He has extensive experience in developing businesses that solve social issues and consulting for DX organizational development. The results of training and courses are not determined solely by the quality of the content. What is important is what kind of change you want to cause, and what kind of process you design so that that change continues in the workplace. Up until now, I have accompanied the creation of programs that lead to behavioral change and value creation in the fields of human resource development, business development, and community building. I hope you will utilize this course as a hint for developing programs this term and reviewing existing training. ■ Event Overview ...