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.
Below is a graphic representation of all the content areas tackled in this article in order to
answer the question of how to construct an organizational training and development
What is a Training Strategy?
A training strategy is a
action planning document
for training and development in an organization that requires implementation to achieve
It is a blueprint 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 plan. The most compelling though
rests in the results of a recent study of 3,000 companies done by researchers at the University of
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 the Components?
How are they Created?
How are they Implemented?
A strategy designed but not implemented is
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
Keep training cutting edge and future
Make sure there is practical transfer of
Put a development support network in
Ensure alignment to quality standards.
Commit to a core training value system.
Create a slogan or tagline to brand your
Bridge the gap between perception and
Give your training a personality and a
Remember, your customers want to know, "What is in
it for me?"
Cost the training accurately.
Calculate the value received.
Decide between on-the-job, classroom, distance
learning, web-based or virtual training.
Access, location, and distribution are key to
Establish what your customers want and
Ensure your customers know the training is meeting
These needs provide a base for decisions in all