Development and Execution of a well-conceived Training Plan. The cornerstone upon which a successful training program rest. This training plan exists on two levels:
- Corporate – encompassing the entire organization and covering a relatively elastic time period of perhaps several years (this is a reflection of an overall set of goals)
- Specific – describing smaller organizational units within the organization and covering a discrete fiscal or calendar time frame (this is a reflection of concrete, measurable goals and objectives)
Training Plan Elements Background The Training Plan will begin with a background section, which describes the following:
- A description of the strategic Training Directive for developing a Training Plan. Training should always follow the corporate strategy!
- Define the core client group. Within this client group there will be field and regional offices throughout the branch locations.
- A comprehensive resource audit to determine those materials currently available and any of the GAPs that may exist for planned training expectations.
- Review the total number of employees and age demographics. Indicate approximately how many of these employees are local and if possible, how many are in each geographic area.
- Other pertinent information that may be appropriate under the Background section such as:
- new or, revised organizational-driven requirements (newly formed groups, programs, branches)
- changes in profile of service-oriented delivery versus product-oriented business models within the organization