HRAD4Y - Training Strategy

Training and development is a critical element of people management activity and is an important investment for retention and success of the organization.

Strategic Foundation for Training and Development Programs

The commitment for training and development programs should be supported and developed through an established training budget and communicated by the executive team. The organization should decide on the training commitments to ensure all employees are equipped with the required skills to satisfy the job roles and responsibilities. The training and development strategy should be the foundation to demonstrate the corporate commitment.

Strategic Training and Development Program Objectives:

To provide a framework that aligns the training and development activities with the organizations goals and objectives outlining individual training needs and priorities.

To create a culture that fosters an environment for learning and development and promotes continuous improvement in performance and delivery.
To provide a work environment that is supportive and receptive to development opportunities and activities.
To ensure ownership for training and development is delegated to the management team and also employees.
To capitalize on the investment in training and development activities through monitoring, reviewing and evaluation.

It is suggested to consider the line manager’s role as a part of people management activities and delegate as part of their responsibility in establishing, developing and deploying to their teams through HR practices and procedures.

These may be recognized through:

People management initiatives starting with recruitment and new hire orientation, continuous performance management and appraisal.
Individual job training and development plans.
Ensure plans are in alignment and add value to the organizations priorities.
Employee development explores a variety of activities and opportunities within the work environment as well as formal training e.g.: conferences, seminars and computer based training etc.

Training plans are suggested based on the required competencies i.e. skills, knowledge and behaviors for each job function.

It may be effective to centrally facilitate the training cost structure for purchasing power through the Human Resources Department who can administer this function.