How To Put A Winning Training Plan Together

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An architect wouldn’t dream of getting a builder to start work on a building until he was sure his plans were robust and firm.

The same should be true for your training. Without a firm plan, you’re risking building on sand, and the results will be more from luck than judgement.

Here are some ideas about putting the plan together:

Make the plan a guide, not the law

The key is to get started. Start simple, but start.

Remember that there is no perfect plan.

It's not important to stick to the plan for the sake of the plan. The plan will likely change as you go along. That's fine, as long as you have notice that it's been changed and why.

Remember that Training and Development is a Process
Things will change as you go along. There is no destination with people improvement; we are continually on the journey. Viewing development as a process will help you get into the right mindset and enjoy the journey. Remember, the plan is general guide.

When putting the plan together, assess the following…

1. Are there any time lines that you should consider in your plan?
Do your people have to accomplish any certain areas of knowledge or skills by a certain time? If so, this may influence your choice of learning objectives and learning activities to achieve the objectives.

2. Are you pursuing training and development in order to address a performance gap?
A performance gap is usually indicated from the performance appraisal process. The performance appraisal document should already include careful description of the areas of knowledge and skills that must be learned in order to improve performance.

3. Or, is your plan to address a growth gap?
If so, carefully identify what areas of knowledge and skills are needed to reach the goals.
Consider checking job descriptions, lists of competencies or even networking with others already in the positions where you wish to develop the person’s skills

4. Or, is your plan to address an opportunity gap?
If so, carefully identify what areas of knowledge and skills are needed to perform the job or role.
Again, consider job descriptions, lists of competencies or even interviewing someone already in the job or role.

5. Carry out an analysis
For example, conduct a SWOT analysis, including identifying the strengths needed to do the job, weaknesses that may have to be overcome, opportunities within the position and any threats to reaching the desired goals.

6. What budget is available to fund your plan?
You’ll need to assess what resources you have to achieve your goals, e.g., to pay trainers, obtain facilities and materials for training methods, salaries for employees during attendance to training events, travelling and accommodation expenses, etc.

7. Identify your training goals.
By now, you should have a strong sense of what your training goals are, after having considered each of the above steps.

It's important that goals be designed and worded to be "SMARTER", that is, specific, measurable, acceptable to you, realistic to achieve, time-bound with a deadline, extending your capabilities and rewarding to you.

What tools can you use to actually put the plan together?

How will you know if the plan is on track or needs to be changed?

1. Consider having a local training expert review the plan.
The expert can review, in particular, whether:
- your training goals will provide the results desired by you and the organisation
- learning objectives are specific and aligned with your overall training goals
- the best methods are selected for reaching your learning objectives
- your approach to evaluation is valid and practical.

2. Are approaches to evaluation included in all phases of your plan?

Ask yourself:

• Are your methods pre-tested before being applied?
• Do you understand the methods as they're being applied?
• Are you regularly providing feedback about how well you understand the materials?
• How will you know if implementation of the plan achieves the training goals identified in the plan?
• Are there any plans for follow-up evaluation, including assessing your results several months after you completed your plan?
  

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