3 Responses

1. Training plans
   Ian, if you would like to Email me with a bit more detail of what you have in mind, I’ll try to help. my address is: [email protected]

2. Training Plans & recording of Learning & Development opportuniti
   I have a similar problem! First up, I think a skills audit is needed before training can be delivered. Getting the format for this right can be a challenge in itself; then drawing up training plans around identified skills gaps.
   A related problem I have is to do with the recording of ‘learning & development opportunities. We have an internal HR management system but the ‘training’ fields do not meet all our reporting requirements, hence I am using a basic self-designed Excel format which will give me what I want, viz,
   # of days ‘learning’ per employee
   cost per employee
   type of learning experience (in-house, external, corporate program, secondment, on-line etc.)
   and the level at which it was delivered:
   corporate
   regional (Europe)
   post/unit division in market
   individual. Happy to discuss further / share ideas.

   Diane Novak
   People & Organisational Manager, Europe
   Australian Trade Commission

3. Training Plan Formats
   Hi Ian

   I’ve tried various formats over a very long time and prefer the simplified tabular approach with or without dollar (or pound) values.

   My current plan has a left column headed Corporate Priority and is then followed by: Major Capability, Specific Competency, Estimated Cost, Participant Numbers, Timing/Location.

   Essentially they need to be whatever you want them to be. If you need written materials explaining how you developed the plan etc, then use the above as an attachment so you can update any time without changing the front part.