How to Develop a Training Strategy By Janine Sergay At Isnare.com Ezine Articles

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• Employee Training and Train-the-Trainer needs
There are many important aspects to consider here. To create the Strategic Training and Development Plan, you will need a detailed profile of your;
spent on capital improvements,You are not allowed to view links. Register or Login, boosts productivity by 3,9%
spent on developing human capital, increased productivity by 8,You are not allowed to view links. Register or Login,5%
Remember, anything worth achieving, is worth planning for!
5) How are Training Strategies Implemented?
These can be viewed diagrammatically at You are not allowed to view links. Register or Login
• Revise training and/or training plan.
• Identify the customer’s training needs in terms of their organizational strategic plan, HR strategic plan, personal development plans and focus on comprehensive interviews or focus groups,
All of these profiles will further have to be considered within the realms of Equity and Diversity, Organization Values, Business Process Improvement, Change Management and Organization Design and Structure.
• Create a training action plan, which must ensure that the necessary systems are in place, access resources, source or design training and position the training. The training must then be delivered and co-ordinated,
• Team Building and Team Development
Training and development in an organization requires implementation to achieve success. Therefore, the strategy will require vision, focus,You are not allowed to view links. Register or Login, direction and an action planning document. A training strategy is a mechanism that establishes what competencies an organization requires in the future and a means to achieve it.
• People’s needs – establish what your customers want and need. Ensure your customers know the training is meeting their needs and that these needs provide a base for decisions in all other areas.
• Competency Requirements and Skills Profiling
• Leadership Development
• Objectives and Action Plans
• Place – decide between on-the-job, classroom, distance learning,You are not allowed to view links. Register or Login, web-based and virtual learning. Access, location, and distribution are key to consider.
Many points can be put forward in favor of why you need a training strategy. The most compelling though rests in the results of a recent study of 3,000 companies done by researchers at the University of Pennsylvania.
• Vision
4) How are Training Strategies Created?
A strategy designed but not implemented is worthless!
• Price – cost the training accurately and calculate the value received.
• Evaluate the training by assessment and verification, and
3) What are a Training Strategy’s Components?
In order to bring about the best results for the training strategy, the training products or services need to be marketed and promoted by manipulating the following;
• Monitor the training,
• Establish development gaps, present and future,
• Product/Service – keep the training cutting edge and future focused. Make sure there is a practical transfer of learning, put a development support network in place, and ensure alignment to quality standards.
2) Why have a Training Strategy?
They found that 10% of revenue –
How to Develop a Training Strategy By Janine Sergay At You are not allowed to view links. Register or Login Ezine Articles
• Executive Coaching
• Project Management – Establish roles and responsibilities. Action the Training and Development Strategic Plan. Monitor and evaluate progress and make adjustments where necessary.
• Set organizational training objectives,
Sounds confusing? We have a diagrammatic representation of these elements which can be found at You are not allowed to view links. Register or Login
1) What is a Training Strategy?
After more than 20 years of experience working with Companies and Organization’s, our most successful and profitable approach has been to;
• Promotion – commit to a core training value system. Create a slogan or tagline to brand your training. Bridge the gap between perception and reality. Give your training a personality and a brand, and remember your customers (your employees are customers) want to know, “What’s in it for me”.