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Total Training / Learning Plan (Components (Training Types, Training…
Total Training / Learning Plan
Definition
A detailed proposal of training and development programmes that an organisation aims to put into action to achieve organisational goals
Purpose
To identify training priorities in alignment to organisational goals
Total training costs can be projected
Components
Training Types
Training Groups
Objectives of Training Programmes
Training Methods
Training Venue
Training Materials
Training Timing
Training Providers
Training Budget
Training Programmes
Different categories of training programmes
Required and Regular Training
Job / Technical Training
Developmental and Career Training
Interpersonal and Problem-Solving Training
How to develop
Step 1:
Set specific goals to meet each training need identified.
Step 2:
List down all employees who needs to be trained in each topic area
Step 3:
Set up a training schedule
Step 4:
Choose the appropriate method(s) for each group of trainees in each topic area
Factors to consider during a make vs buy decision
Subject matter
Subject matter is sensitive or proprietary: conducts the program in-house
Cost
Consider the cost to make vs buy
Number of trainees
To determine whether to use internal or external training providers
Size of HRD
Assessing the capacity to design, conduct, and/or implement skills training
X Factors
Extraneous conditions that make internal training provider more preferable than external training provider
Timeliness
When it is timelier to hire an outside agency to facilitate the process
Expertise
When an organisation lacks specialised KSAOs needed to design and implement an HRD Program
Others
Factors to consider when developing a total training / learning plan
Specialisation
Trainings are more effective when trainees are being categorised by what they are being trained in relation to how it relates to their jobs.
Delivery methods
Different types of trainings require different delivery methods to get the message across to the trainees.
Know the training groups
Training group’s ability levels, backgrounds, interests, ability to work together in groups, learning preferences, and prior knowledge and learning experiences
Availability of other resources
Organisation would have to plan if these resources are readily available when required and if there is sufficient funds to obtain these resources.
Size of training groups
Ensure number of trainers are sufficient to help and take care of the training needs of all the trainees
Training groups should be of a smaller size for training to be more effective