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Training and Development Strategy

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I am looking for examples on creating a training strategy for the provision of systems training. Any help on implementing a training programme in an organisation that has never had a training function would be greatly appreciated.

So far I have completed a full training needs analysis for all staff as a starting point to ascertain peoples views on training and am now looking for further direction

Thanks in advance
Pauline
Pauline M

6 Responses

  1. Training and Development Strategy
    Hi Pauline,

    Please feel free to give me a call to discuss your project, as there is insufficient space here to discuss the strategy. I would also require much more information to assist you. 07751 445222 (afternoon or evening).

    Regards,

    Clive

  2. Managing an IT Training Function
    Dear Pauline

    Whilst you could rely purely on anecdotal advice The Institute of IT Training does offer a training programme entitled “Managing a Training Function” specifically designed for people who are about to become training managers or managers with new responsibility for IT training.

    You can find out more at:

    http://www.iitt.org.uk/public/courses/index.asp

    Regards

  3. Systems Training Strartegy
    Hi Pauline
    Feel free to give me a ring on 01189 212837 to discuss my experiences in implementing a systems training strategy. It would obviously depend on the size of your organisation, whether you have any experts available to filter the training down.
    Good luck.
    Regards
    Karen Cunliffe, Managing HR Consultant

  4. TDLB Strategy
    It is difficult to compress the training strategy advice into one generic email. However some pointers are listed below that may assist you.

    1. Obtain training needs analysis from a business need perspective linked with movement forward for commercial reasons you have identified in advance in your business plan. If training is not going to achieve business improvement it will not sit well with your people as they may enjoy it but will ultimately see it as money down the drain and directionless activity.

    2.To do the above you will need to identify what areas you need to improve on and then bring that down to individual levels by perfomance indicators against job specifications/decriptions. Involve your staff, get their ideas on areas they see could be improved if they knew better through applied training.

    3. Identify provision of key areas of training ( in-house, external delivery, specialised or be-spoke training) and decide on methods of the roll out depending on budget, individual’s preferences and timescales.

    Do not go ‘live’ over whole organisation until you have piloted a sample’run’ against your strategy. Even if you work in a small or medium company prepare to test the results early with a small selection before you take it across the whole company.

    We wish you the best of luck. If you want to chat it through feel free to phone us on 0870 241 3998.

    Training By Design Global Ltd
    http://www.tbdglobal.com

  5. Developing a training strategy
    Hi Pauline,

    I have modified a technique I used many times over in my consulting career when I was trying to prioritise areas for business or systems improvement so that it can be very effectively used to identify in which areas you should be investing your training budget. Please give me a call if youwould like to talk it through.

    Regards,

    Gary (0788 079 0815)
    gary.homes@changescape.com

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