HAS ANYONE A A TRAINING AND DEVELOPEMENT STRATEGY POLICY THEY COULD SEND ME

Keep it simple.
Start by thinking about two plans. The first should focus on identifying training that addresses the needs of your organization. You should develop a list of skill gaps in your team that you want to fill and critical support position skills that you want to enhance or add depth to within your team.

The second plan should be organized by employees. Each employee should have a personalized education plan consisting of two to four training topics for the year. The amount of yearly training should depend upon the needs of the organization, the current capabilities of the employee, and of course you’re available training funds.

After you define the company and organization needs in the first plan, simply transfer those needs to an individual employee plan, in the form of specific training classes or activities.

These tools will help you discover the skills that you already have in your organization and quantify those skills that you need. You can identify skill gaps and develop a plan to fill them.

I have an example of an assessment chart in Excel should you want me to email to you.

Here are the steps to take in using these assessment charts:

• Identify the skills you need on your team in both expert and backup capability.
• Quantify the skills you have now.
• Perform a gap analysis to identify specific skills needed to be developed or hired from the outside.
• Identify the best person to obtain the new skills or identify that the need is to be filled with a new hired person.
• Refine each employee’s training initiative to develop a realistic approach that creates well-balanced distribution of the skills for each employee.

By using the charts, you will have a working model to build upon. It’s a simplistic approach, but it works.

2 Responses

TrainingZone says:

December 3, 2003 at 4:30 pm

Keep it simple.
Start by thinking about two plans. The first should focus on identifying training that addresses the needs of your organization. You should develop a list of skill gaps in your team that you want to fill and critical support position skills that you want to enhance or add depth to within your team.

The second plan should be organized by employees. Each employee should have a personalized education plan consisting of two to four training topics for the year. The amount of yearly training should depend upon the needs of the organization, the current capabilities of the employee, and of course you’re available training funds.

After you define the company and organization needs in the first plan, simply transfer those needs to an individual employee plan, in the form of specific training classes or activities.

These tools will help you discover the skills that you already have in your organization and quantify those skills that you need. You can identify skill gaps and develop a plan to fill them.

I have an example of an assessment chart in Excel should you want me to email to you.

Here are the steps to take in using these assessment charts:

• Identify the skills you need on your team in both expert and backup capability.
• Quantify the skills you have now.
• Perform a gap analysis to identify specific skills needed to be developed or hired from the outside.
• Identify the best person to obtain the new skills or identify that the need is to be filled with a new hired person.
• Refine each employee’s training initiative to develop a realistic approach that creates well-balanced distribution of the skills for each employee.

By using the charts, you will have a working model to build upon. It’s a simplistic approach, but it works.
User deleted says:

July 6, 2004 at 7:58 pm

T&D strategy
Tony

In your answer you mentioned assessment charts. I would be interested in receiving them as I’m keen to keep it simple

best regards

Keep it simple.

I have an example of an assessment chart in Excel should you want me to email to you.