Developing a Value Based Training Culture

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