Total Company Learning Plan (Part 1)
Learning Plan (Part 1)
Provides clear directions and methods for trainers to develop skills of employees
More efficient use of resources through pre-planned plan
Consistency and high-quality training experience for employees
Increase employee morale and satisfaction
Increase employee retention rates
Training is conducted more smoothly with preparation
Parties involved in TCLP Process
They are mainly interested in future capability gaps and how they are to be filled.
Middle-Line and Junior-Line Management
They are interested in how the learning needs analysis can assist them achieving their objectives in order to convert strategic direction into tactical short term objective.
They are interested in the output of the analysis to help with future recruitments, job specifications, designing new training courses and forecasting training techniques.
They need to know what is happening and it will affect them during and after the analysis.
Factors to consider before implementing TCLP
Is a financial plan and a list of all planned expenses and revenues.
Important to fix a budget before the actual implementation of the learning plans.
Adequate manpower is important for a business operation to be effective.
There should be sufficient manpower allocated to facilitate the implementation of any learning plans as well as the evaluation of the learning plans in order to further improve and work on these areas.
Ensure that the learning plan is allocated at a dedicated period of time.
With a fixed time allocated to it, it is clearer how much effort is needed to be investing in the learning plans.
Helps to make the learning plan more effective and efficient.
This will reduce time and effort in searching for it.
Main Training Categories of TCLP
Basic Skills / Literacy Programmes
Technical / Non-Technical Training
Possible Challenges Faced
Resistance to learning can occur within a learning organisation if employees don’t see the need behind the plans.
Organisation size may be a barrier to internal knowledge sharing.
Leaders in organisation may already have mental model that are entrenched and must be overcome in order to foster the openness and confidence.
The plan is used as a detailed blueprint for identifying training needs, who needs to be trained and how to train them which helps to prioritise training programmes.
A total learning plan provides a guide to the HR Department on the course of action and also to other departments on the scheduling of training and development programmes.
A total company learning plan is a systematic and broad-based learning plan designed to plan and manage training and development needs of the organisation in order to achieve the company’s long-term goals.