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