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Plan  Training  And  Development

 

 

 

  A survey has revealed that 67% of those polled after training had not applied what they ‘learned' to the job, 23% had not attempted it, and 44% had been blocked by their bosses! Think:

 

·         Who should be sent for training

·         For which training and why

·         Where will the training best be imparted

·         How will the training/ knowledge be imparted

·         Will it be immediately applied on the job

·         How will the returns from training be measured

 

 

Training and development needs to be planned against the backdrop of:

 

·         Business plan of the organization    

·         Manpower requirement projections

·         Internal change

·         External change

·         Organizational policy

·         Individual subordinates' response poll

·         Departmental performance

·         Methods appropriate to person/company culture

·         Will trainees be required to train others: if so, their further training needs? e.g. in communication, report-writing, presentation

 

all dovetailing into, and compatible with, each other.

 

Design a suitable ‘Employee Development Plan' and maintain one in each employee's Training and Development file. 

 

QUESTIONS:

 

  1.  Why is it necessary to plan the training & development activity?          

  2.  How would you go about preparing a T&D program for your company?

 

 

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