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Putting A Systematic Training Process Into Place at XXX

The document outlines a 6 step roadmap to implement a systematic training process at xxx in Cork. The objectives are to underpin existing training, ensure training funds are spent on business priorities, build capabilities to address recurring needs, relieve staff workload, and help xxx qualify for an excellence award. Steps include conducting a training needs analysis, sourcing classroom and online solutions, building a training calendar, agreeing metrics and reporting monthly, and administering the system using standard operating procedures.

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Subrat Nayak
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257 views1 page

Putting A Systematic Training Process Into Place at XXX

The document outlines a 6 step roadmap to implement a systematic training process at xxx in Cork. The objectives are to underpin existing training, ensure training funds are spent on business priorities, build capabilities to address recurring needs, relieve staff workload, and help xxx qualify for an excellence award. Steps include conducting a training needs analysis, sourcing classroom and online solutions, building a training calendar, agreeing metrics and reporting monthly, and administering the system using standard operating procedures.

Uploaded by

Subrat Nayak
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Roadmap for putting a Systematic Training Process into place

at xxx, Cork.
Following my visit to xxx just before Christmas, 2001, I suggest the following
set of steps in order to put a Systematic Training System into place at xxx.
The objective of such a system would be to:

- Underpin the existing training with a foundation that will make it easier to
maintain training initiatives
- Ensure that xxx training money gets spent in areas that are of priority to
thebusi ness–i nt ermsofcompl i
anc etraini
ng,technicaland
developmental training
- Build up xxx ’scapabi li
tiesi naddr essingr ecurr
ingtrainingr equi rement s
with the appropriate multi-media and/or classroom based system
- Relieve training and HR staff of much of the recurring administration work
involved in training and to encourage individuals and their managers to
take more responsibility for their training needs
- Make it easier for x xxt oappl yfor ,andr ecei
ve,the“ Ex cell
enceThr ough
Peopl e”awar df rom Fas

St
eps:(
Seef
il
ecal
led“Syst
emat
icTr
aini
ngPr
ocess”f
ormor
edet
ail
)

1. Carry out a Training Needs Analysis on the major job


groupings/departments at xxx. The output of this step would be a training
requirement smat rix(seef i
lecalled“ TrainingRequi rementsMat rix”for
details). This should be completed in the January/February timeframe.
2. Capability: Source appropriate classroom-based and multi-media based
training solutions as possible solutions to the above requirements (also
seef i
lec al
led“ TrainingRequi rement sMat ri
x”fordetail
s).Setup
dedicated training areas (classroom and Multi-media based learning
centre) with appropriate equipment to host these training solutions.
3. Bui l
dat raini
ngcal endarf orther emai nsof2002( seef il
ecal l
ed“ Master
Tr ainingCal endar ”
).Bui l
dcour sedescr ipt
ionsforeachoft hec hosen
training solutions. Distribute both to xxx managers and others (either over
intranet or on paper) along with guidelines on how to book onto courses.
This could also be part of a launch of a Training Plan for 2002.
4. Agree Training Metrics for the above and report on a monthly basis (see
f
il
ec all
ed“ 2002Mont hlyr epor t
sandJanuar yRepor t”)
5. Administer the above system according to SOPs (see below).

Training Standard Operating Procedures (SOPs).

Seef i
lecal l
ed“Sy stemat icTrai
ning”f ordet ail
.
There should be 3 overal SOPs for training:
1. Training Needs Analysis SOP
2. Training Development and Delivery SOP
3. Training Evaluation and Records SOP

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