Why Small Businesses Should Build an Annual Training Plan?

Employees value training programmes just as much as their employers do, if not more. The modern professional understands that continuous learning and progress are the keys to a successful career, yet many firms fail to equip their staff with the necessary development tools.

The data below show how important adequate job training is in today’s workforce.

  • Nearly 59 % of employees say they received no formal training at work and that they learned the majority of their abilities on their own.
  • To stay employed, 74% of employees are ready to learn new or retrain.
  • Training and development in the workplace are vital to 87 % of millennials.
  • When it comes to selecting whether or not to apply for a job, 59 % of millennials say training programmes are extremely important.
  • Only 29% of employees are “very pleased” with their existing career growth chances inside their company.

Importance of an Annual Training Plan/Calendar for Small Businesses

I’m sure you’ve heard the phrase, “You’re only as good as the people you hire,” if you’ve been in business for a long.

However, simply recruiting good individuals isn’t enough. You must also provide support for those individuals for them to improve their talents and perform at their best. This is when education comes into play.

However, due to a lack of funds and other commitments, many small businesses are unable to provide the same structured training programs as larger corporations.

We’ll go over some of the advantages of having a robust training plan in place before showing you how to put one together for your small business.

  1. Better Productivity
  2. Happier Staff
  3. Lower Attrition rates
  4. Happier Staff
  5. Lower Turnover of Employees

How Can Small Business Build a Compatible Annual Training Plan?

Every small business should make sure that its employees know what they’re capable of and how they’re supposed to perform the duties in their job requirements.

As a result, every time a new business year begins, businesses must develop a training plan or an annual calendar which will enable their employees to achieve their new upskilling goals. Below are some curated tips to develop a compatible annual training plan for your employees.

  1. Determine what you want to accomplish. As you build your corporate training program, understanding the desired objective will guide your decisions.
  2. Determine who is required to attend the learning sessions. Are they front-line supervisors, middle managers, or upper-level executives?
  3. Discuss and choose which topics are most suited to your organization’s needs.
  4. Determine whether exams or surveys will provide participants with the feedback they require to maximize their learning experience.
  5. Determine how much time each participant can devote to each training program.
  6. Determine the number of learning sessions required to meet your objectives.
  7. Choose the appropriate method for the training session (i.e. Live or recorded and self-paced training)
  8. Identify real-world possibilities inside your company that could be leveraged in the learning session to provide practical application.
  9. Decide on the appropriate course of action to employ during the training to facilitate the immediate implementation of new skills.
  10. Develop strategies and procedures for sustaining, strengthening, and extending the learning experience beyond the workshop.

Steps for Developing a World-class Annual Training Plan

In a market where customer expectations, industries, and technologies are always changing, a constructive training plan is a no-brainer for preventing internal skills deterioration and knowledge loss.

Employee development initiatives must have a solid world-class annual training plan in place. It assists employees in acquiring new skills for their current position while still equipping them for future duties within your organization. It also aids with staff retention, which is a problem that many businesses encounter.

1. Understand the Learner’s personality

Take some time to establish the aspects that will act as the cornerstone for your employee training plan during the first important stage of building a world-class training plan. Even before going into the essentials of your training content creation, you’ll need to explicitly establish learner personalities, objectives, and success measures.

To begin, you should divide your personnel into categories depending on their specific skills and departments. The next stage is to figure out what kind of training they require and what they don’t. Once you’ve settled on these two suggestions, you’ll need to create an ideal training schedule to guarantee that you cover all of the things you want to cover in your training.

2. Identifying and aligning your business goals with your training strategy

After you’ve created your learner personas, the next step is to focus on determining your wider business goals. The people that work for any organization are intrinsically related to the achievement of strategic business goals. Increased sales, increased brand recognition, efficient manufacturing, and competitive advantage all rely on their applied knowledge, skills, and eagerness to learn.

3. Creating an Outline for your Training Plan

After you’ve defined your learner personalities, goals, and success response, it’s important to develop a robust content and organizational framework for your training strategy.

Begin your design by concentrating on the topics you want to cover in your training program. “What information will offer value to employees?” you might wonder. What information do they require to achieve the training goals and strategies?

If you want to create a training plan for dealing with problematic clients, your employees will need to understand what causes customer dissatisfaction and how to address it.

4. Create an Engaging Training Content

Your employee should be interested in the content and able to comprehend each piece. The training strategy should serve as a motivator for employees to participate. Your employee should experience a sense of belonging and support from the trainer as part of the overall training process.

To prevent confusion or overwhelming your staff, mix up your multimedia and presentation approach, as well as break up your content into chunks. Instead of lecturing, incorporate attractive pictures into big sections of text and engage with your audience in informal, conversational speaking.

5. Optimize Your Training Plan by Measuring Success

It is a well-known fact that much of what you acquire during a training program will be forgotten unless you do not apply it to your daily business operations. There may be a significant time gap between acquiring training and executing a job. If training is to be effective, it must be kept long enough to be utilized in a real-life setting.

A critical component is ensuring that the training is customized to meet the needs of your employees and your company have identified. This can be accomplished by putting in place a system that guarantees the entire training program is connected with your company’s business processes.

We Are Here to Help You

Before you leave, here’s one last piece of employee training advice: Government subsidies or tax benefits for employee training are sometimes available to small businesses. So look into what’s offered in your area—it may help you save a lot of money on training!

If you are looking forward to a corporate training providier who would take care fo your end-to-end training needs comprising from gathering the training requirements, designing the training calendar and an annual training plan, Irizpro is for you.

We, at Irizpro, are proven to be one of the best Soft Skills Training Companies in India for the past few years.

We stand out from our competitors in terms of providing premium learning content through Live E-Learning Sessions with Enhanced Interactivity, Engaging Training Structure, and Fun-Oriented quality learning.

Have a quick glance at our portfolio and feel free to contact us in case of further details.


Author: Sravani KInjarapu


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