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Seven Methods:Establish Your Training GoalsIdentify the TraineesEstablish a Training BudgetSelect TrainersDevelop Training ContentOutline the Training StructureCreate a Section for Training Prep

A training plan is a detailed document that guides the planning and delivery of instruction. Whether training people one-on-one or in groups, in person or online, a well-developed training plan allows you to prepare for and deliver thorough and effective classes. Here are a few strategies for developing a training plan.

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Method 1 of 7: Establish Your Training Goals

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    Consider the goals of your organization. The purpose of the training may be to prepare employees for emergencies, improve business offerings or protect the privacy of clients.
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    Identify the benefits for trainees. Outline the skills, information and certifications that participants will gain by undergoing the training. These might include mastery of specific software applications, detailed knowledge of company policies and procedures, or enhanced customer service skills.

Method 2 of 7: Identify the Trainees

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    Indicate which individuals and groups will participate in the training. Your training may be organization-wide, geared toward a single department or designed specifically for entry-level employees.
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    Group the trainees by training type. For example, some members of the organization may need simple overviews, whereas others involved in the day-to-day completion of tasks may require in-depth training.

Method 3 of 7: Establish a Training Budget

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    Identify necessary training resources. Videos, software, websites, workbooks and computers are a few examples.
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    Calculate training costs. Review the list of required training resources to determine how much money you will need. Other costs to consider include meeting space rental, trainer compensation and employee time.

Method 4 of 7: Select Trainers

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    Choose qualified trainers. They may be working for the organization or outside experts. Examine their qualifications and experience before hiring.
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    Gain required knowledge. If you will personally deliver the training, obtain the necessary skills and information.

Method 5 of 7: Develop Training Content

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    Create a training topic outline. When conducting training on productivity software, for example, your topics may include creating files, formatting text, copying and pasting text and saving files.
    • Break down the topics into specific lesson titles. For example, formatting text might be divided up into 3 separate lessons: formatting fonts, paragraphs and tables.
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    Design lessons. Include in your training plan a list of lessons complete with lesson objectives, specific activities and assessment plans, which may include pre- and post-tests, class discussions or group activities.
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    Determine the best training modality. You might deliver the training via online files, video conferencing, in person instruction or audio files. Choose the method based on the objective. For example, software navigation may be best taught in person or via video, whereas delivering information about safety procedures may be adequately communicated through web-based files.
    • Engage participants in the training activity. Puzzles, problem-solving exercises, questions and writing activities are ways to keep trainees focused on tasks.
    • Accommodate a variety of learning styles. Watching video demonstrations, listening to audio and participating in hands-on exercises are ways to diversity activities.
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    Develop a training feedback form. Ask participants to rate the training on various aspects, including instructional delivery, environment, knowledge gained and other relevant factors.

Method 6 of 7: Outline the Training Structure

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    Use one-on-one training for detail-oriented tasks. Some tasks are best learned by observing and actively doing them across a substantial period of time. In this case, one-on-one training delivered in the form of shadowing an experienced person might be best.
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    Train people in small groups for tasks requiring interaction. Teaching customer service skills, for example, may be done in small groups using role-play and problem-solving activities.
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    Utilize large group trainings for overviews. Delivery of information and overviews can be done in large groups. Break the large group into smaller groups, if necessary.
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    Establish a time frame. To master new skills, trainees might need to meet 1 hour each day for several weeks. If they must be trained by a certain date, include these requirements in your training plan.

Method 7 of 7: Create a Section for Training Prep

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    Include a list of resources in the training plan. Trainers may need presentation tools, a computer or chalk. Trainees may need workbooks, training guides, video players or other equipment.
    • Review the list of resources prior to the training. Consider each step of the training to ensure that all equipment, materials and tools are accessible and functional.
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    Establish a timeline for making all preparations. For example, you might hire a trainer a month in advance, book a meeting space 2 weeks in advance and inform all trainees of the training location and requirements several weeks in advance.
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Article Info

Categories: Management Skills

In other languages:

Español: Cómo desarrollar un plan de capacitación, Русский: разработать план обучения персонала, Português: Como Fazer um Planejamento de Treinamento

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