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
project.
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 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
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 the Components?
How are they Created?
How are they 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.
Alignment
Is the T & D strategy aligned to the organization's vision and
strategy?
Is the T & D strategy aligned to the organization's Human Resource
strategy?
Has provision been made for the organization's future competency
requirements?
Focus
Does the organization have an up-to-date T & D policy?
Is there an end goal(s) or objective(s) to the T & D
strategy?
Have key assumptions for the strategy's success been
highlighted?
Are specific measurable targets, aligned to the end goal(s),
established?
Are all systems available to implement the plan?
Will a culture of learning be built by the strategy?
Integration
Is development planning and monitoring integrated into the performance
management process?
Is talent management taken into consideration?
Does mentoring form part of the strategy?
Is career planning addressed?
Are succession planning and career pathing dealt with?
Are equity and diversity integrated into strategic actions?
Project
Plan
Are accurate needs assessments involved?
Is communication with line managers included in the plan?
Does the plan consist of all the necessary what, how, who and when
components?
Are appropriate training opportunities provided for?
Is ownership for development placed in the hands of every individual
employee?
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
The Sergay Group offers training and development that will improve
performance in your organization;
Price
Place
