I don't think a template will help you much on this occasion.
If your training and development strategy is to have any value for your business, the important aspects are the links you make with the overall business strategy, recruitment strategy and the objectives of each department. Your company probably already has some standard document templates that they would prefer to use anyway.
My recommendation would be to speak to as many department heads as you can. Find out about their plans for the coming year: what skills will their teams need to meet their objectives? What are their priorities? What changes (and when) do they want to see in skills, knowledge and behaviour? How do their plans link with the overall business strategy? If they are employing new staff, what will these people need to know/do in order to reach full productivity?
Think about how you can help department heads address the answers to these questions and base your strategy on that, making the links between your recommendations and the business / recruitment / department strategy clear in each case.
and think about a strategy wider than just "Training & Development"
Do this alongside Sophie's suggestion for a really forward thinking Learning and Performance Improvement Strategy
Rus
Framework for Strategic Plans I always follow SOSTAC –
S – situational analysis outlining where you are at the present time
O – Objectives for the department
S – strategies you suggest to reach those objectives
T – tactical plan covering the how, when, where and why
A – Action covering who will do what (HR Resources)
C – Control – how will you monitor and evaluate the plan/strategy?
I use this for Marketing Strategies but I think it works wherever you need a strategy!
3 Responses
Training & Development strategy
Hi,
I don't think a template will help you much on this occasion.
If your training and development strategy is to have any value for your business, the important aspects are the links you make with the overall business strategy, recruitment strategy and the objectives of each department. Your company probably already has some standard document templates that they would prefer to use anyway.
My recommendation would be to speak to as many department heads as you can. Find out about their plans for the coming year: what skills will their teams need to meet their objectives? What are their priorities? What changes (and when) do they want to see in skills, knowledge and behaviour? How do their plans link with the overall business strategy? If they are employing new staff, what will these people need to know/do in order to reach full productivity?
Think about how you can help department heads address the answers to these questions and base your strategy on that, making the links between your recommendations and the business / recruitment / department strategy clear in each case.
Good luck!
another idea, in addition to Sophie’s suggestion
Get Paul Matthews' book
http://www.amazon.co.uk/Informal-Learning-Work-Boost-Performance/dp/1909552003
and think about a strategy wider than just "Training & Development"
Do this alongside Sophie's suggestion for a really forward thinking Learning and Performance Improvement Strategy
Rus
Framework for Strategic Plans
I always follow SOSTAC –
S – situational analysis outlining where you are at the present time
O – Objectives for the department
S – strategies you suggest to reach those objectives
T – tactical plan covering the how, when, where and why
A – Action covering who will do what (HR Resources)
C – Control – how will you monitor and evaluate the plan/strategy?
I use this for Marketing Strategies but I think it works wherever you need a strategy!
Hope this helps,