Staff Training Plan Essentials Guide
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ScribdTranslationsStaff Training Plan Essentials Guide
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HIGHER PEDAGOGICAL INSTITUTE
MARTHA BUCARAM DE ROLDOS - BILINGUAL INTERCULTURAL
NAME: VILLAFUERTE ORDOÑEZ MENTOR HOLGER
CAREER: TS. SECURITY AND RISK PREVENTION
SEMESTRE: THIRD SEMESTER
FECHA: THURSDAY 05/21/2023
SUBJECT: HUMAN RESOURCES
THEME: GENERALITIES OF A TRAINING PLAN
COCENTE: ING. JENNY HURTADO
GENERALITIES OF A STAFF TRAINING PLAN.
INTRODUCTION
A training plan is an essential tool to achieve objectives.
institutional or academic, and is considered a strategic tool aimed at optimizing
and strengthen the skills of the staff, and in this way, create spaces for dialogue and
learning, whether collective or individual. In addition, it has a specific time and budget.
depending on the needs that are to be met in the company.
GENERAL OBJECTIVE
Learn the general steps that should be considered in a training plan.
personal, conducting a study of its general characteristics.
OBJETIVOS ESPECIFICOS
1. learn what a Personnel Training Plan is.
2. Understand the general steps for developing a training plan.
3. Draft the characteristics of a Training Plan.
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THEORETICAL FRAMEWORK
A good training plan must start from considering the need for knowledge or
skills and the time it will take to execute. It involves a series of actions of
training and education of people, where the transfer of knowledge can be served
of theoretical or practical activities.
There are different types of training plans that can be implemented in a
company. Some of them are:
• On-the-job training: it takes place in the workplace and focuses on
specific skills needed to perform the job.
• Training outside of work: it takes place outside the workplace and can
include university courses or certification programs.
• Online training: it is conducted through the internet and may include courses
online or webinars.
• Group training: it is conducted with a group of employees and may include
workshops or training sessions.
The model of the Training Plan to be implemented will depend largely on the
characteristics of the company and according to the activity in which they operate
collaborators, taking into account the number of people involved, but in terms
In general, I am going to present some basic characteristics in a Plan, below.
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DIAGNOSE
Determine what the needs of the work team or skills are that the
workers can learn and plan training programs to address the projects
from the company in the short and long term.
PRIORITIZE
Identify the needs within the team of collaborators and establish a priority order.
priorities based on this, organize the training programs chronologically.
DEFINE OBJECTIVES
Establish the fundamental plan to train employees to achieve the objectives
strategic business objectives of an organization must be clear and measurable, in order to
manage the expectations of each training program and facilitate the report of results.
DEVELOP THE TRAINING PROGRAM
The better structured your training plan is, the easier it will be for you to achieve
your objectives. The program must be specific in relation to:
Content: topics that will be developed during the activities, techniques, and skills
for acquiring;
Training techniques: teaching method and mechanisms for acquisition of
skills;
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Schedule: outlining of activities with date and time;
Audience: group of people to whom the training activities are directed;
Human resources: instructors required for each activity of the program;
Material resources: available budget and infrastructure.
EXECUTE
Put the training program into practice and observe the participants throughout.
the process. Remember that anomalies or setbacks serve to make adjustments in the future
training instances.
Some resources can be applied in companies to carry out training:
• Games;
• Role play;
• Projects;
• Formal classes;
• Dramatizations;
• Case study;
• Audiovisual material;
• Recorded conferences;
• Practical training during work;
• Rotation of people between departments with different functions.
When executing the training plan, last-minute decisions should not be made and
we must prepare for the unforeseen. For example:
Have a backup facilitator on hand, in case someone cancels;
If printed support material is going to be used, add some copies for the
collaborators who are encouraged to participate at the last moment.
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Organize an additional group integration activity, just in case.
a moment is needed to break the ice.
EVALUATE
To evaluate the training program, quantitative instruments should be used to
to know the impact of the executed strategy. At the same time, it is advisable to monitor your
expectations and be flexible with the evaluation criteria of the program.
To measure the quality of the training, the following indicators can be used:
1. Reaction evaluation: it refers to the opinion that employees have about the
received training.
2. Learning assessment: it refers to the measurement of the knowledge acquired by
the employees.
3. Behavior assessment: it refers to measuring the change in the
employee behavior after training.
4. Evaluation of the result: it refers to the measurement of the impact of the training on the
employee performance and the success of the company.
CERTIFY AND CLOSE
In the end, it is important to issue certificates to the participants. The closure of the action.
It also includes the preparation of the training plan report, which contains documents,
results, period of validity, and auditable elements by external control bodies (if they
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applies). This is the case for internal training programs to work with food or pharmaceuticals, for
example.
CONCLUSION
It is very important to develop a training plan prior to the analysis of the
labor needs for employee development and organizational growth.
Training helps all employees acquire new necessary knowledge.
to improve their job performance and contribute to the success of the company. Training also
can help reduce costs and improve the quality of products or services.
BIBLIOGRAPHY
LRH. (2017, septiembre 12).Características de la capacitación. [Link].
[Link]
