How to Develop a Training Strategy

An Overview

Too often, training and its success in an organization is measured by the number of training sessions given and the number of people in the seats. This inadequately represents the value of training in an organization. Training needs to focus on improving the current performance in an organization, as well as ensuring that skill sets exist amongst employees for future competencies required by the organization's strategy.

Below is a graphic representation of all the content areas tackled in this article in order to answer the question of how to construct a training and development strategy.

What is a Training Strategy?

A training strategy is a

		vision
		focus
		direction
		action planning document

for training and development in an organization that requires implementation to achieve success.

It is a strategy that needs to support the optimization of the human resource capital in the organization. It is essential that the training strategy is aligned to the organization's strategy and enables its vision to be realized.


Why have a Training Strategy?

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.

They found that 10% of revenue -

spent on capital improvements, boosts productivity by 3,9%
spent on developing human capital, increased productivity by 8,5%



What are a Training Strategy's Components?

How are Training Strategies Created?

How are Training Strategies Implemented?

		A strategy designed but not implemented is worthless
		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:

Product/Service	Keep training cutting edge and future focused.
	Make sure there is practical transfer of learning.
	Put a development support network in place.
	Ensure alignment to quality standards.
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.
	Remember, your customers want to know, "What is in it for me?"
Price	Cost the training accurately.
	Calculate the value received.
Place	Decide between on-the-job, classroom, distance learning, web-based or virtual training.
	Access, location, and distribution are key to consider.
People's needs	Establish what your customers want and need.
	Ensure your customers know the training is meeting their needs.
	These needs provide a base for decisions in all other areas.
Project Management	Establish roles and responsibilities.
	Action the T & D strategic plan.
	Monitor and evaluate progress.
	Make adjustments where necessary.

A checklist for your Training (T & D) Strategy

Below is a practical list of activities that you need to consider if you want to have an integrated, aligned and comprehensive training and development strategy.

The Sergay Group can assist you with your Training Strategy.

Key Points to Remember

		Plan for learning
		People and organization needs are at the core
		Participation is crucial
		Position the strategy
		Produce the appropriate learning opportunities
		Plot the progress made
		Promote the results

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