Total Company Training/Learning Plan

Definition

Blueprint for a training program

Detailed plan for what the program is about, why the program is being carried out, who are the people involved in the training and the best ways to reach the training objectives.

Purpose

To ensure that by following the training plan, employees are able to fulfill the training objectives of the program

Components of a Total Training Plan

Select Trainer/Leader

Select Methods and Techniques

Define Objectives

Describe the intent and the desired result of the HRD/training program.

Used as the basis for determining which training methods should be used to achieve the specified outcome

First step of creating a total company training plan

Also used by the organization to evaluate the program’s success

Help participants know in which area to focus their efforts during the program in order to achieve the desired outcome

Must have clear statements regarding performance, conditions and criteria

Two ways to ensure that objectives are clear

Choose words carefully

Have the objectives reviewed by others such as managers and potential participants of the program

Effective trainers must be able to communicate their knowledge clearly, use various instructional techniques, have good interpersonal skills, and the ability to motivate others to learn

Train the Trainer programs

Purpose: Provide SMEs with the necessary instructional knowledge and skills to design and implement a training program

Available through professional associations and consultants

These programs should focus on the following:

Developing trainee objectives and lesson plans

Selecting and preparing training materials

Selecting and using training aids (e.g., Microsoft PowerPoint slides, videos, document cameras)

Selecting and using different training methods and techniques

Before selecting the training methods to be used in the program, HRD professionals must use sound judgment and research to find the most suitable method to train their target group of employees

Some findings that were observed

While trainees are able to have self-directed learning, they still prefer and may even do better when they have efficient trainers giving them guidance

There has been considerable growth in web-based self-study programs and virtual classrooms which should be expected as the use of technology in the workplace has become very prevalent

Main Categories of Training

Orientation Training

Basic Literacy Skills Training

Technical Training and Non-Technical Training

Managerial and Supervisory Training

For training upcoming managers and supervisors

Includes topics relating to soft skills, such as how to supervise, motivate, and delegate as well as topics that are technical in nature.

Technical Training

Non-technical Training

A type of training meant to teach the new employee the abilities and knowledge needed to perform specific tasks. They are practical and often relate to mechanical, information technology, mathematical, or scientific tasks.

A type of training meant to train employees on improving their soft skills such as interpersonal skills, communication skills, and team-building skills. It could include sexual harassment training and ethics training to ensure employees know what behaviour is expected of them.

A training process whereby a new or transferred employee is introduced to organisation & job requirements

The goal of this training is to be able to engage the new employees and reinforce the fact that they made the right career choice. It also familiarizes them with the corporate culture of the company and helps them quickly become productive.

Used to close the gaps in reading, math, problem-solving skills and communication skills necessary to complete the job

This program will ensure that the employee is skilled enough in these four areas to carry out the responsibilities of their job successfully

Deciding The Training Method and Training Content

Several factors to consider

Time and money available

Availability of other resources

The objectives of the program

Trainee characteristics and preferences

Select the best approach to suit the objective of the training program

Trade-offs are likely necessary due to competing needs and may require choosing alternative approaches with less demanding resources

Focuses on both trainee readiness and the diversity of the target population.

Competing needs may also force HRD professionals to select certain approaches because of their lower cost

Individuals have different learning styles so some training methods may be more appropriate than others