Training and Development Planning for Employees
Workforce Training Designed to Meet a Company’s Goals and Objectives
Sep 20, 2009
Assessing the training needs of a company is a critical part of the process in preparing a training and development plan. Organizations must identify their training needs which may include new software applications, business processes, installation processes, and assembly processes. The training process requires proper planning and preparation to avoid wasting valuable employee time and investment in training resources.
Given the vast range of skills and other competencies which can be developed in employees, a training and development plan must prioritize training. Training must focus on the company operational areas which provide the best benefit or return on investment. Prioritization typically concentrates on organizational performance, along with the needs of teams and individuals. One key area is preparing a training development plan.
Training Programs: A Six Step Process to Preparing a Plan
Training development plans are general guides which managers need for designing all employee training sessions. Learning is an ongoing process and it is essential that employee training is designed and developed to achieve maximum effectiveness. The following are six steps involved in developing an effective training plan.
- Establishing Training Goals – defining overall training results and capabilities employees achieve through completion, such as pass a specific work related qualification exam.
- Establishing Learning Objections – defining what employees will be able to accomplish upon completion of training, such as demonstrating problem solving and decision making skills.
- Learning Strategies, Methods, and Activities – defining how learning objectives are accomplished, such as complete a self-guided course or attend five 30 minute instructor led training sessions. Additional learning strategies and methods include on-the-job training, product training, technical training, role-playing, external training, distance learning, and skills training.
- Training Material Preparation – defining how needed training materials and resources are obtained or developed. This includes documents, graphics, power point presentations, books, scheduling experts, arranging for mentors, and overheads. Another factor to consider is using a common template which all training instructors must follow when preparing materials.
- Documentation and Evidence of Completion – defining how and what employees receive for completion of training such as documenting completion in employee personal file and receive continuing education units.
- Evaluation of Training Effectiveness – defining how the quality of training is assessed, such as through employee training session feedback forms and peer observation forms.
Employee Training: Nine Worker Training Activities
The following are examples of essential categories of training all employees must complete in all companies and organizations.
- Communications – employees need to know how to communicate with other employees. As the diversity of the workforce in this country grows, the ability of employees to successfully converse in a wide range of languages is essential to productivity and employee retention.
- Computer Skills – this employee training is a necessity for conducting administrative and office tasks. Employees working in these areas need to know time saving strategies and techniques.
- Customer Service – it is easier and less costly to keep current customers than it is to gain new customers. Increased competition in today's global marketplace requires employees who understand and know how to meet the needs of customers.
- Diversity – this training increases employees’ cultural awareness, knowledge, and skills. This training benefits a company’s organization by protecting against civil rights violations, along with the promoting inclusion of employees from all ethnic backgrounds.
- Ethics – this employee training focuses on corporate social responsibility. This is essential because today’s diverse workforce has a wide variety of values and morals. All employees must be aware of a company’s view of ethics and represent a unified view when dealing with customers.
- Human Relations – this training focuses in interpersonal and intergroup relations to avoid workplace misunderstandings and conflict. Human relations’ training is designed to help employees get along in the workplace by concentrating on sexism, racism, age awareness, and disability or ability awareness.
- Quality Initiatives – this training is designed to support managerial effectiveness focusing on quality concepts guidelines, and standards. These initiatives concentrate on quality from the highest to lowest levels in a company to support productivity and customer satisfaction.
- Workplace Safety - is critical when working with heavy equipment, hazardous chemicals, repetitive activities, and almost all other activities in which employees are involved. Safety training must involve all employees, ensuring compliance and the elimination of unsafe practices.
- Sexual Harassment – this training is designed to ensure all employees at all levels are aware of a company’s policies regarding sexual harassment. This includes appropriate and inappropriate behaviors.
Making Connections: Training and Development
Training and development planning must focus on employee learning beyond training sessions to ensure long term compliance with desired practices derived from training. Employee training must be creative, innovative, and open-minded to help employees move beyond the feeling of just going through the motions. Managers must participate in training and be taken seriously by management, then there is greater chance that employees will take training just as serious.
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