Learning & Development Management. Running development processes in organizations

Why us?

Case studies usage.

Individual consultations with the trainers.

A Live-Stream with a business practitioner.

An opportunity to meet HR practitioners.

Pre-work activities introducing the topic of each module.

Tools for needs diagnosis, planning and testing effectiveness of development projects.

Implementation tasks which enable applying new skills in practice.

Who is the program for?

The programme for managing development processes in organizations is addressed to professionals responsible for learning & development management:

Learning & Development specialists and managers;

HR managers and specialists in personnel departments;

HR Business Partners;

talent managers;

leaders of internal academies and development programs;

professionals responsible for onboarding;

Application areas

Competences acquired may be applied in the following areas:

developing company's development policy;

implementating separate development projects;

running needs diagnosis processes;

assessing effectiveness of development activities;

selecting effective development service providers;

strengthening the involvement of development program stakeholders.


Maciej Kocurek

I conduct training and mentoring processes for managers. I train and advise HR professionals in the area of needs ​​diagnosis and development programs design. I am a consultant for organizational change projects. You can meet me at some of our Know How Bites workshops. I also run facilitation sessions and I am the President of the Board of Wszechnica UJ.

While working with managers I focus on defining their role (building position and authority in the team, concepts of the manager’s role, running individual and team meetings) and I prepare managers to implement changes in teams. I am convinced that individual work with managers in mentoring processes is most effective, where you can focus on individual challenges of a specific person.

In the area of HR, I specialize in conducting the process of needs diagnosing, as well as building HR’s position in the organization towards various stakeholders of development projects.

Magdalena Pęcak

I have several years of professional experience, including management and consultancy, on the training and consulting market. I took part in the implementation of complex projects co-financed by the European Social Fund.

I support managers and facilitators in choosing training programs relevant to their professional roles. She am also responsible for building relationships with organizations and preparing development programmes offer. Professionally and privately associated with NGO, a co-author and executor of several social projects.

Aneta Marek

I am experienced in managing training and consulting projects for organisations. I completed courses in project management and coaching, i.a. The Art and Science of Coaching programme, Training Projects Manager Programme by Wszechnica UJ, Project Management at Tischner European University in Krakow.

I am responsible for cooperation with business partners and for supporting organizations in tailoring developmental programs to their needs.

Katarzyna Gacek

I design and conduct various training programs. As a psychologist by education, I strongly advocate an individual approach to clients. I have been learning issues related to the development of employees over the past 15 years from a number of perspectives – as a trainer conducting training, a professional managing training projects on the substantive and logistical side, a coordinator of trainers’ teams, an internal trainer and a project manager of development projects in the Department of Learning and Development of an international corporation. The experience of working in a corporation helps me to effectively adapt training to the needs of this environment.

I specialize in: managerial skills, personal development, customer service. My interests also include management of the Employee Experience. This is one of the themes I dealt with during my 3-year work in a large international corporation, where I actively participated in the project of implementing “new onboarding”. I like to diversify my training using the visual thinking method.


Module 1

Addressing development needs

  • 2 days / 16 hours
  • The role and responsibility of a Learning & Development specialist;
  • Whom to ask about development needs? Diagnosis and the stakeholders of development projects;
  • What to ask about? Objectives and content structure of needs diagnosis;
  • How to ask? A review of diagnosis tools;
  • Designing plans for needs diagnosis – working with the participants’ case studies;

Individual consultation

Development needs diagnosis

  • 30 minutes
  • Feedback on the organization’s development needs diagnosis plan;

Pre-work: video material

Supporting competence development

  • 60 minutes
  • Different forms of development – the essence, applications, differences;
  • Preparation for taking part in expert groups in Module 2;

Module 2

Comprehensive competence development programs

  • 2 days / 16 hours
  • Designing development programs: from idea to programme assessment;
  • Levels of development goals: competence goals to organization’s results;
  • Methods of supporting development (training, coaching, facilitation, consulting): goals, implementation challenges, required stakeholder involvement;
  • Matching development support methods to the project’s goals;
  • Communicating the project to various stakeholders within the company;

Pre-work: a Live-Stream with a business practitioner

Implementation of a development project - a case study

  • 90 minutes
  • Case study presentation;
  • Q&A session and sharing experiences;

Module 3

Strengthening and measuring effects of development activities

  • 2 days / 16 hours
  • Training evaluation levels – training result levels. D. Kirkpatrick’s concept;
  • Review of evaluation tools used at level I, II and III;
  • Business and organization’s results evaluation;
  • Development projects’ Return On Investment;
  • Knowledge management within the organization: demand assessment, methods and solutions;

Training outcomes

A graduate of the Learning & Development Management. Running development processes in organizations:

is able to runn needs diagnosis and apply its results;

is able to define the objectives of development activities and monitor their implementation;

knows a set of methods and tools supporting the process of designing, conducting and evaluating development projects;

knows different methods of competence development and is able to combine and make use of them in comprehensive development programs;

knows how to maximize effects of development activities;

understands the need to involve development programs' stakeholders;


4 600 PLN + 23% VAT

(5 658 PLN gross) Payment up to 28 September 2020

Standard fee

4 200 PLN + 23% VAT

(5 166 PLN gross) Payment up to 14 September 2020

Discount of 400 PLN

3 x 1 535 PLN + 23% VAT

(1 888,05 PLN gross) Payment up to 28 September 2020

Standard fee

The fee includes:

  • 48 hours of training (9 days)
  • 1.5 hour online meeting with an HR practitioner
  • Individual consultation (30 minutes)
  • Training materials, video material
  •  A certificate of completion of the training


5 400 PLN + 23% VAT

(6 642 PLN gross) Payment up to 15 days before the training starts

Standard fee

4 900 PLN + 23% VAT

(6 027 PLN gross) Payment up to 15 days before the training starts

Discount of 400 PLN

3 x 1800 PLN + 23% VAT

(2 214 PLN gross) Payment up to 15 days before the training starts

Standard fee

The fee includes:

  • 48 hours of training (6 days)
  • 1.5 hour online meeting with an HR practitioner
  • Individual consultation (30 minutes)
  • Training materials, video material
  • Lunch and coffee breaks
  •  A certificate of completion of the training
Contact us

Karolina Chmiel

Consultant of Professional Development, Coach

519 516 493
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