When initiating a training plan for employees, you must feature innovative and modern training tactics. This means you need to have an aggressive mind that keeps thinking outside the box. After hiring the employee, you must ensure that they undergo quality training to yield excellent results. In your training plan, ensure that your employees understand what they are required to learn and the specific duration for the training.
Training plans usually play a crucial role in developing a productive workforce at work. Offering your employees efficient training early enough enhances their productivity. In addition, it helps them to boost their skills and become assets to the company. Read on to understand more about the training plan template.
What Is a Training Plan?
A training plan is a specific document that offers the stakeholders and management complete information concerning a proposed training program. If the training plan undergoes approval, it authorizes the project team to utilize primary resources for the training program’s implementation, execution, and development.
What Is a Training Plan Template?
A training plan template is an editable or fillable document designed to guide you and your team in planning and developing a training program.
Blank Training Planner Template
Employee Training Schedule Template
Training and Education Implementation Plan
Marathon Training Schedule Template
Individual Training Plan Template
Workforce Training & Development Plan
Employee Training Plan Form
Army Training Plan Template
How to Create an Effective Training Plan?
Here is an overview of several steps that will guide you in developing an effective training plan:
Step 1- Conduct a training requirement assessment
Most people come across problems within the company, and they usually opt for a training program to resolve them. However, before creating a training program, ensure you assess the situation’s intensity. First, run an analysis of the performance problem to find its primary cause. After analyzing the performance problem and determining it is worth the training, commence your research.
Remember, there are four primary steps for basic training requirement assessment. They include:
- Identify the training goal- Do not opt for training if you do not have a business goal that you want to achieve. Bear in mind that business goals entail complying with regulations, teaching altered or new production processes, supporting modern products, minimizing waste and costs, and increasing efficiency and revenue.
- Determine duties employees require to perform- To reach the company’s goals, you must determine the duties your employees need to perform. This will enhance the productivity of the company.
- Find out training activities to assist your employees in delivering maximum performance- If it is about the product, you will need to explain more about it, give an overview of the production process and use practices to demonstrate how the work should be performed.
- Discover the learning characteristics of your employee to make the training efficient- Ensure that you are familiar with your employees’ characteristics on average to determine the kind of training you will provide them.
Step 2- Consider adult learning principles
The workers you will be addressing in training are adults, and they have several characteristics in common, which is likely to make your training more efficient. Therefore, make sure the training you are planning respects and values adult learning principles. If you do not consider adult learning principles, you will waste your money and time on training that will likely not bear fruits. Here are adult learners’ principles:
- They need to feel respected
- Learn as they observe
- They need a task-oriented training
- They are determined to achieve their goals
- Attend training featuring lifetime opinions, experience, and knowledge
- They are self-driven
These principles are related to the employee characteristics you identified earlier, and they can significantly impact your training during the delivery and designing process.
Step 3- Create learning objectives
Before you start working on the training, you must identify learning objectives. This includes the things your employees should be able to do at the end of the training. After coming up with the objectives, develop creative content that engulfs the objectives. Use the training practical, case studies, quizzes, or tests to evaluate and assess your employees’ understanding of the objectives.
Last but not least, observe the workers once they resume working to determine the effectiveness of the training as you focus on the performance objectives. You cannot set up training without any objectives. Learning objectives might address attitudes, skills, or knowledge. Furthermore, these objectives must be SMART, specific, and clearly stated. They should also be measurable, achievable, relevant, time-bound, and satisfactory to suit each of your employees.
Categorize your learning objectives in four parts, namely A, B, C, D. These four parts include:
- The thespian performing the objective
- The behavior actor should perform
- Conditions under which the actor the worker must exercise the behavior
- The degree the worker must perform the specific behavior
Step 4- Design materials for training
To make your training successful, you must design materials for training. Therefore, when designing training materials, consider the following points:
- Ensure you are appealing to your workers during the training process from taste, smell, touch, hearing, and sight. The essential sense of learning is sight.
- Include storytelling scenarios in your training
- Use multiple training formats, such as instructor-led
- Arrange your training material in a logical way
- Divide your training material into minimal chunks for easy understanding
- Give sufficient time for feedback
- Ensure the employees interact with the trainer and one another during the training session
- Give the employees a chance to chair the training
- Include practical
- Include the adult learning principles
- Develop training content as well as assessment and ensure they relate to your objectives
- Emphasize the learning requirement of your employees
- Designing your training before developing it
Step 5- Create the training materials
After designing your training materials, it is now time to create them. You can make your training materials using many varying tools, such as:
- E-learning authoring tools, like Adobe Captivate for developing computer-based e-learning modules
- Computer-generated graphics, posters, and flip charts responsible for showcasing visual materials during training
- Handouts delivered to employees or in-class projection via PowerPoint, which is a screen incorporating bullet points
- Excel, Word program to initiate handouts for workers create notes and outline for trainers
Due to advanced technology, ideas continue to pop up each day. This entails augmented and virtual reality. Thus, when creating your training materials, you need to be creative and develop materials that best suit your employee’s needs. During this process, consider two major concerns, learning objectives and things that will enable your workers to learn faster and efficiently. On the other hand, you can partner with your trainer for custom training materials.
Step 6- Execute the training
This section might look easy, but it is pretty challenging because it involves informing workers who need to attend the training. Inform them early to give them sufficient time to fix their schedule and finish pre-training preparation. Furthermore, a learning management system (LMS) will assist you during this process. LMS is software used to report, track, deliver and assign during training. It allows employees to log in and go through the training list. Besides, it includes notification systems, which send emails to employees when approaching due dates or new assignments are assigned.
Similarly, you need to reserve rooms for learning or training, inform your employees’ supervisor of the training, work on traveling logistics, purchase necessary supplies, and order drinks and food. This will enable your training to run smoothly. Implementation of training can be done in multiple forms such as classroom via practice opportunities, such as case studies, small group assignments, focus groups, role-playing exercises, or paper-based handouts. It can also be done on the computer through e-learning modules.
Suppose the training entails an on-the-job skills-based component. You must know what your workers need to exercise to showcase competence. Work on this when developing your learning objectives. Avoid leaving it vague. On the other hand, if your training entails a classroom instruction component, ensure your workers are active participants and not bored and inactive listeners. Remember, the trainers’ presentation also plays a vital role.
Step 7- Assess the training
If you managed to offer your employees training, congratulate yourself. But this is not the end of your training because you need to evaluate if the training was effective. You can achieve this best by using Kirkpatrick’s four levels of evaluation. This method will help you assess the efficiency of your training in four varying levels. These four evaluations include:
- The workers’ reaction towards the training- You can assess this by observing your workers, conducting surveys, and asking their opinions. Additionally, an online survey will earn quality results. Survey Monkey offers you free online tools to help you evaluate your training.
- Workers’ actual learning- During the assessment, you should evaluate your workers’ actual learning based on the objectives. Use hand-on exercise for attitude and skills and simple tests for knowledge problems.
- Observe the worker post-training job behavior- Examine if your employees are applying new skills at work and whether they are helping them deliver maximum performance.
- Measurable business results- You must confirm if the training enabled your workers to reach the desired business goals you had set earlier, such as decreased product cost.
The four mentioned evaluation levels usually help to determine the training’s effectiveness. It can show it was successful or not, depending on how well you were prepared.
Step 8- Lather and repeat any given step when needed
If your training does not offer you positive results in the four evaluation levels, you must consider repeating the training when your work process alters, or you acquire new employees. This will not be challenging because you are familiar with the entire process. The training can fail if you offer minimal information, provide too many details, or misidentify learning objectives. Let this not worry you because you can always do better next time.
Yes, the training plan is crucial because it gives workers an excellent opportunity to advance their knowledge and skills and become more efficient at their workplace.
A training plan consists of a curriculum to be addressed, strategy, needs, and objectives.
Below are varying types of training plans:
· Leadership training
· Product training
· Compliance training
· Onboarding training
· Orientation training
· Diversity training
· Team training
· Soft-skills training
· Sales training
· Quality Assurance training
· Technical training
Employee training must include four primary topics, namely:
· External resources
· Supervising and management
· Sexual harassment and workplace violence
· Corporate procedures and policies
A training plan is an act of learning new fundamental knowledge and skills for a specific job, while a training program is an activity that entails a series of courses to enhance the employees’ knowledge, skills, productivity, and performance.
You probably understand the importance of training at the workplace and how well you should plan for it. However, you must know that training does not handle all the problems you might be experiencing at work, and its efficiency depends on how you design, create and implement it. Thus follow the eight steps mentioned above for quality results.