A training plan helps you identify and plan for the right training programs that will benefit people build up their skills/competencies. This results in efficiencies and expertise being added to the organization, which in turn fuels up its growth.
The base for creating any training plan is the information collected from “Training Need Analysis”. After you have identified the skill/competency gaps, your first step toward developing a training plan should be to:
1. Define the Training Objectives
You should specify what skills/competencies you want your people to learn, and also determine how this will be measured. You can start by asking some simple questions like:
- What are the key skills/competencies you want your people be trained on?
- How important are these skills and competencies?
- What are the value additions to the individuals as well as to the organization after the training?
- How will you measure the change in their skill and competency after the training?
2. Identify Key Topics
After defining your training objectives, the next step is to identify the key topics/concepts that should form a part of your training program, which will help fill the skill/competency gaps and meet the training objectives.
You can have more than one topic to train your people on a single skill. However, follow some best practices on how to present them.
3. Collect Information/Material
Once you have a framework of what topics to be addressed, the next step is to draft a first level outline for each topic. Based on your outline, look out for the right information/material from internal and external sources.
If your topic is revolving around generic soft skills, leadership skills etc., you can select external information sources. But, if it is more in line with your core business, then internal sources like Product Managers, Compliance Managers, Process Managers etc., prove to be the best knowledge base and good Subject Matter Experts.
4. Decide on the Mode of Training
Now it is time to think on the mode for training. Choosing the right mode of your training is very important because it has a direct impact on your training outcome. People have different learning styles and considering this you could select either one of them or a combination:
- Classroom training
- On-the-Job Training
- Blended Learning
5. Decide whether Make or Buy
If you are wondering whether you should develop the training material in-house or outsource and not able to make a decision, you can go back to see how your organization decides on this when it comes to its established activities. The same can be applied for developing training material as well.
Here is a good blog on “An Overview on Established Modes of Make Vs Buy“
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