Plan Training And
Development
A survey has revealed that
67% of those polled after training had not applied what they ‘learned' to the
job, 23% had not attempted it, and 44% had been blocked by their bosses! Think:
·
Who
should be sent for training
·
For which training and why
·
Where will the training best be imparted
·
How
will the training/ knowledge be imparted
·
Will it be immediately applied on the job
·
How will the returns from training be measured
Training and development needs to be planned
against the backdrop of:
·
Business plan of the organization
·
Manpower requirement projections
·
Internal change
·
External change
·
Organizational policy
·
Individual subordinates' response poll
·
Departmental performance
·
Methods appropriate to person/company culture
·
Will trainees be required to train others: if so, their further training
needs? e.g. in communication, report-writing, presentation
all dovetailing into, and compatible with,
each other.
Design a suitable ‘Employee Development Plan'
and maintain one in each employee's Training and Development file.
QUESTIONS:
1.
Why is it necessary to plan the training & development activity?
2.
How would you go about preparing a T&D program for your company?
