The training plan is a record arranged in a certain logical order. It is based on comprehensive and objective training demand analysis, training demand analysis, training content, training time, training location, trainer, training object, training method and training cost.

Steps to develop a training plan

The first step is to confirm the training and human development budget.

The best starting point for formulating a training plan is to confirm how much budget the company will allocate for training and manpower development. The training budget is usually determined by the company's decision makers, but HR presents a proposal for training investment to the decision-making level, explaining the value of training, and what return will the company get? Usually, the training budget of foreign-funded enterprises is 1% to 1.5% of turnover.

The second step is to analyze employee performance data.

The company's performance system should require front-line managers to discuss personal training needs with employees. This is the main source of information for training needs. Sometimes all employees are uniformly trained to implement new quality or production systems. HR is responsible for collecting all training needs and discussing with the front-line manager, what kind of training is most suitable for employees at this stage?

The third step is to formulate a course list.

According to the training needs, make a list, which lists all types of training courses used to match the training needs. This may be a long list, including personalized training needs for a few employees (even a single individual), and of course it also contains common training needs that many people want to participate in.

The fourth step is to modify the list that meets the budget.

The budget is the upper limit of training needs. Once the training needs exceed the budget, we need to sort them. The best way is to consult the department manager and give them a chance to say which training is the most urgent and important.

The fifth step is to identify a training supplier.

First, decide whether to use in-house lecturers or hire external lecturers. The advantage of in-house lecturers is that they are low-cost and sometimes better than external lecturers (because in-house lecturers have a better understanding of the current situation and processes of the organization). But once you can't find an expert to teach a certain course internally, you must find an external lecturer at this time.

The sixth step is to formulate and distribute the class schedule-class schedule.

The Human Resources department shall formulate a timetable for the start of school including all planned operational training, listing the time and place of the class. The general practice is to produce a booklet with relevant information, such as a course description. At the same time, it is sent to all departments as a reference.

The seventh step is to train logistics support.

Training logistics support needs to be guaranteed: we have places to operate courses (whether internal or external), student accommodation (if necessary) and all equipment and facilities, such as flip charts, markers, projectors, etc. We also need to ensure that a copy of the textbook can be provided to every participant.

The eighth step is to arrange participants.

Notify the training location, time and precautions. Training registration is usually notified two to three months in advance so that participants can schedule time. Usually, some participants cancel their registration at the last minute, so there can be alternative students waiting for the remaining training quota.

The ninth step is to evaluate the effectiveness of the course

Participants fill out the course evaluation form after completing each course. The continuous praise represents the achievements of this course. If there is a continuous bad evaluation of the course, you need to use this data to decide what needs to be changed (content, duration, host, etc.).

The training plan is a record arranged in a certain logical order. It is based on comprehensive and objective training demand analysis, training demand analysis, training content, training time, training location, trainer, training object, training method and training cost.