I have just started work on an 18 month project to bring in a new HR/payroll training system across 10 different parts of an organisation which has 60,000 staff, based all over the country. I have to put a Training Strategy together and wondered if anyone had a simple step by step plan of how I could go about doing this.
Or suggestions about good courses would be great.
Thanks
Ceri-Anne Bailey
6 Responses
Training Strategy
Ceri-Anne, I have some notes that may be of help to you. I too have had to complete a T&D Strategy project. If you do need any information please E Mail me and I will be in touch.
Thanks peter
Training Strategy
Ceri-Anne,
You may find it useful to use the S/NVQ Learning and Development standards as a framework to structure your plan. The ‘L1’ unit covers planning strategy in detail. The standards are available from empnto.co.uk
Kath
Try a book?
Hello again Ceri-Anne,
Why not make your first step Amazon – get hold of Andrew Mayo’s book “Creating a Training and Development Strategy” it contains the step by step guide that you’re looking for and at a fraction of the cost of a course.
All the best,
Megan
E-HR in its current format is flawed and not working
Ceri-Anne,
Not too sure what remit you have over who you choose as a supplier, but latest reseach shows that only 8% of organisations feel E-HR has been very effective. Well know FTSE 100 companies are canning E-HR implementations and consultancies being sued for poor advice around E-HR suppliers. I would send you a white paper on the subject but I can’t see how to do it here. If this is of some interest, plse send me yoru email address. BR Mark
Training Strategy
Hi Ceri-Anne,
Talk to Sam Bonner 0870 2424 223.
She is a really nice person to talk to and would be able to help you.
[email protected]
Training And Development Strategy
We deal with our clients’ issues over this area as follows;
1.List all business challenges currently facing your organisation.
2.Itemise a considered T& D response to each of those challenges.
3.Equip key personnel to meet the business challenges and to upskill in the management areas of leadership, empowerment etc.
4. Develop technical excellence.
5.Look at current training provision and provide a more tailored focused service (in house if personnel skills allow).
6. Develop systems and evaluate to measure return on investment into training at agreed intervals.
7.Communicate the vision with the staff and keep communicating all aspects.
Keep the whole strategy short so it is manageable and can be reviewed easily. No more than 3 pages of A4 can be very effective.
We help clients who have often experienced ‘hard sell’ training solutions which have been implemented without reference to the business need. Staff are left wondering why they are in the training sessions and where it all fits in, often it doesn’t fit in at all, and this starts employee warning bells off. A good strategy linked fully with business objectives and challenges can result in unexpected benefits to both staff, culture and profits.
Lime One Ltd
http://www.limeone.com
0870 240 4325