Learning Planning

Learning linked with planning
We would suggest you start with identification of the 7 main points of your business strategy document and assess current skills against performance requirements. A training needs analysis on a grand scale needs to then be designed to take into account all areas identified. This can usually best be developed by selecting the areas of operation of the business and involving the managers in each operational area to test current perfomance against required performance and identifying key training needs. This can then be scaled down to individuals as time progresses and the picture of your key areas of priority emerge. Once priority business objectives are met then deal with provision of transportable skills and desires of individuals and tie this aspect into employee reward and retention schemes.

We recently undertook a commission to assess why only a percentage of the IT capacity in a firm was ever used. Sproradic IT training had been given but never had an assessment taken place of skills needed and training applied to those areas. An initial training needs analysis showed up three groups, one of expert users with no training experience who were reluctant to skill share, another group who used their own knowledge which was limited but shared their skills only when asked and a much larger group who muddled along. Once this work had been done we tackled the largest group by detailed and directed training which was measured against the firm’s business objectives (ROI) and used those resources which the firm was underutilising. This has developed and is stil developing as staff once trained with business objectives in mind have suggested more areas they believe require examination and out of these suggestions have come a variety of programmes within the firm.
If you want to discuss this we would be happy to assist, and the very best of luck, we hope this helps.

Training By Design Global Ltd
0870 241 3998

One Response

AnonymousUser says:

September 18, 2001 at 6:42 pm

Learning linked with planning
We would suggest you start with identification of the 7 main points of your business strategy document and assess current skills against performance requirements. A training needs analysis on a grand scale needs to then be designed to take into account all areas identified. This can usually best be developed by selecting the areas of operation of the business and involving the managers in each operational area to test current perfomance against required performance and identifying key training needs. This can then be scaled down to individuals as time progresses and the picture of your key areas of priority emerge. Once priority business objectives are met then deal with provision of transportable skills and desires of individuals and tie this aspect into employee reward and retention schemes.

We recently undertook a commission to assess why only a percentage of the IT capacity in a firm was ever used. Sproradic IT training had been given but never had an assessment taken place of skills needed and training applied to those areas. An initial training needs analysis showed up three groups, one of expert users with no training experience who were reluctant to skill share, another group who used their own knowledge which was limited but shared their skills only when asked and a much larger group who muddled along. Once this work had been done we tackled the largest group by detailed and directed training which was measured against the firm’s business objectives (ROI) and used those resources which the firm was underutilising. This has developed and is stil developing as staff once trained with business objectives in mind have suggested more areas they believe require examination and out of these suggestions have come a variety of programmes within the firm.
If you want to discuss this we would be happy to assist, and the very best of luck, we hope this helps.

Training By Design Global Ltd
0870 241 3998