Structure Your Training Schedule Properly
Training should be a priority in any organisation as it is the process of enhancing the skills, capabilities, and knowledge of employees for doing a particular job. The training process molds the thinking of employees and leads to quality performance.
What are Training Needs?
Training Needs Analysis (TNA)is the process by which a company identifies the training and development needs of its employees so that they can do their job effectively. It involves a complete analysis of the training needs required at different levels of the organisation.
As Wikipedia puts it:
‘Training Need Analysis (TNA) is the process of identifying the gap between employee training and needs of training. … Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”.’
Aspects of an Annual Training Plan
An annual training plan provides a structure of employee development throughout the year, It enables companies to review progress and set goals to ensure employees are working to their full potential. It creates:
- The training needs of employees.
- Future asperations.
Why is an Annual Training Plan Useful?
An annual training plan provides the answers to both of the above as it enables goals to be determined and a pathway to achieve these goals. Training plans allow time for reflection and review. MBM pride ourselves on our Sticky Learning approach.
The Benefits of Annual Training Plans
- Enables a company to set SMART (Specific, Measurable, Achievable, Relevant, and Time Limited) goals.
- Allows you to determine any barriers throughout the year that may prevent goals from being achievable.
- Paints a picture of your training objectives to ensure employees are working to their full potential.
- Allows you to prioritise training needs and determine what training is needed first.
- Enables you to break down training needs to create individual sessions.
What Should an Annual Training Plan Include?
- Vision, Mission, and Goals – This is the forefront of any company and this should be the main focus of a training plan.
- Critical and Immediate Training Needs – To determine what training needs are the most important to ensure the company succeeds.
- Training Goals, Objectives, Performance Metrics, and Outcomes – Goals may change from year to year, so your annual review process should include the opportunity to add, modify, or delete previous goals. However, in order to properly assess your progress, you must include clear metrics by which you will measure success.
- Resources – A solid understanding of how your training needs translate to budget and resource planning enables you to successfully forecast project costs and duration and will also improve future planning. Once you’ve identified all your resource needs, you can allocate them to different roles, departments, or programs.
- Core Training Programs, Projects, and Activities – Describe each training activity in terms of the “driver” (a need that is not currently being met) and how the training will impact that area of need.
- Mandatory Training – Mandatory training might include compliance training or training that is required by statute, regulation, DOE directives, and/or contract management obligations.
- Review Schedule – A plan to ensure that you review individual training progression and conduct needs assessments.
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