The Guide to Draft an Effective Training Calendar for your Organisation
Every company recognises the need for a good training programme. Employee training is widely acknowledged as a means of increasing efficiencies, lowering costs, and improving profit margins. However, there is a significant difference between an ordinary staff training and development plan and one that will be effective in reaping benefits.
Employees are rushed through the training process, and they are pushed out as quickly as possible. However, a well-designed teaching and learning programme is more comprehensive. It is well-planned, meticulously performed, and constantly evaluated for improvements.
It’s essential to do your homework and properly investigate your company’s requirements before developing your training calendar. You can better prepare yourself to design a meaningful and tailored training strategy for your firm by gathering information in several significant areas.
This article explains how to meet numerous goals while creating a corporate training programme for your employees
- Determine what kind of training is required.
- Determine who needs to be trained in the second objective.
- Identify your target audience.
- Create a thorough blueprint.
- Draft a sequence of the training schedule in your annual calendar.
1. Determine what kind of training is required
You can use a variety of company resources to determine your organization’s training requirements.
The company’s objectives
Align your training objectives with corporate goals so that when your employees achieve your goals, they are also achieving the firm’s. The new employee orientation training is the first step in this procedure.
Descriptions of jobs
As a starting point for needed training, consider the specified job criteria.
Review employee complaints to determine which training topics should be prioritised for discrimination, harassment, overtime vs. pay time, and other employee concerns.
Obligations under the law
To comply with regulatory and legal duties, such as Occupational Safety and Health Administration (OSHA) regulations, Department of Labour requirements, state-specific requirements, and others, you must ensure that your training programme includes all required training.
2. Determine who needs to be trained in the second objective
After you’ve compiled a list of the subjects you need to train on, you’ll need to determine which employees require which training.
The policy of the company
Your organization’s policies may specify who is to be trained, in what, and how often in certain areas or disciplines.
Examine for safety violations or accidents to see if employees require more training; for harassment or discrimination complaints to see if more sensitivity training is required; or for performance appraisals to see if employees require — or have requested — additional skills training.
Data on performance
Examine this data to detect performance flaws that may necessitate refresher training in more efficient equipment and machine operation, as well as more productive practises. You can also create your own informal or formal techniques for selecting which staff require training.
Keep your eyes and ears alert at work, and you may be able to spot colleagues that want additional training in specific areas.
Ask employees, supervisors, and managers for candid feedback on areas where they feel well-equipped to execute their tasks and areas where they feel uneasy.
Make a list of questions that are specific to the training you are organising. This strategy works well for elective training or new training areas where you want to get started. Keep answers private so that staff feel comfortable sharing their ideas.
Demonstrations or skill tests
Determine who requires more training by administering written examinations or having personnel demonstrate specific equipment.
3. Identify your target audience
You must analyse the participants in each department in order to make each training session as effective as possible.
Obtain the following information about the members of your department:
- What are the technological and behavioural requirements of the organisation?
- What are the employee’s average educational levels?
- What is the overall sentiment of the employees?
- What are the expectations of the employees?
4. Create a thorough blueprint
You’ve done your homework and know what you need to train, who needs to be trained, and how to train them the most effectively. You must now create a strategy.
To do so, follow these steps:
- Set precise training goals for each need you’ve identified.
- In each issue area, make a list of everyone who needs to be trained.
- Make a schedule for your training.
- In each topic area, select the best method(s) for each set of learners.
5. Draft a sequence of the training schedule in your annual calendar
Now that you have clearly gathered all the ground rules and granular analysis of your organization as well as the employees’ needs, it is time to draft a training schedule for the whole financial year.
While doing the same, remember to finely accomplish the above-mentioned strategies and plan the calendar ahead meeting the corresponding employees’ feasibility.
This training calendar should be planned on a monthly basis and should be communicated with the targeted employees through the preferred communication method in your organization.
The interested employees should have the option to nominate themselves according to their feasible timings in the interested technology.
This way, you also accomplish their needs and cherish the employee’s development with well-established strategic learning.
If you are still not sure how to draft down the plan for an annual training calendar for your company, we are your one shop stop.
We, at Irizpro learning solutions, will help you understand your organization’s goals, identify your employees’ needs, their skill gaps, and their interests, thereby drafting the most compatible and efficient training calendar that will definitely reap a lot of benefits for the organization and the employees in a long run.
Author: Sravani Kinjarapu
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