Everyone who follows this blog knows that I tend to take a softer approach to training that at times may not seem as traditional or as typical of the training principles you are taught in school. I also don’t tend to weigh my page down with off-the-shelf products, although guest writers are more than welcome to do so as long as they write generically about all such products. This blog is not to promote, but to share training ideas and best practices.
Putting people first is a part of any training for me, but there is a business side to it as well that we cannot ignore. Our clients are profit-oriented unless they are non-profit, but they too are still looking at a bottom line.
Training and development in any organization requires a training strategy to achieve success, and a method to make it happen (or implementation). We agree our leaders (as well as our trainers must have vision, focus, direction, and it only makes sense to put it in an action planning document.
Does that mean it is written in stone? I don’t think so, but it will remind us all of where we started and where we should be at all times. Should that change at any time, should we can change that statement to conform with our new vision, direction, focus, etc. immediately? Of course not. Changes to the plan shouldn’t happen whimsically, but only with great thought and discussion.
Without a training strategy or an action plan we do not have a mechanism that establishes for all our means to achieve these grandiose goals, which is what they are if they are not formalized in some way Therefore, the strategy will require vision, focus, direction and an action planning document.
A Training and Development Strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.
- Having it in writing somehow makes it an indelible ink for the corporate culture letter and a motif for the corporate culture in general.
- Still another good reason is that a plan is always good. It may be a trite saying but it says it best: anything worth achieving, is worth planning for!
- To know how your product or service will be used and how it will affect others before you develop it–that’s planning for the future.
- Studies have shown that with a training strategy your productivity improves when just about any corporate spending had a plan.
- Many points can be put forward in favor of why you need a training strategy as long as it is related to that plan–even morale.
As part of an effective Strategic Training and Development Plan, you will need detailed versions of the following:
- Corporate/Organizational Vision
- Executive Mentoring
- Team Development and Team Building
- Management and Leadership Development, (not all agree with management as a part of this, but not all management are leaders)
- Competency Requirements and Skills Profiling,
- Objectives and Action Plans,
- Employee Training and Train-the-Trainer needs.
Source Collected From: managementhelp