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Training & Development Plans


I am currently involved in Developing 'user friendly'approach to training plans.

The 'version' we currently use in the organisation has a lot of information, including space for updates, but, is not easy to interpret.

If you have any experience of using different formats please help!

Many thanks
Ian Stone
Ian Stone

3 Responses

  1. 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:
    regional (Europe)
    post/unit division in market
    individual. Happy to discuss further / share ideas.

    Diane Novak
    People & Organisational Manager, Europe
    Australian Trade Commission

  2. 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.


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