How to build the training plan internal hr & free Samples

An organization can own right strategies, process optimization, but if the employee is incompetent or lack of updates, the entire system will stagnate. Plan staff training, therefore, become an integral part of the strategy for sustainable development of any modern business.

However, to the training of non-movement that really bring effective, businesses need a plan built basically. This plan not only helps identify the right audience, content, time – forms of training but also need to optimize budgetary resources to avoid waste and measurable outputs.

This article Lac Viet SureHCS will accompany the managers in understanding about “training plan”, the key roles and how to build plans, staff training, effective practice. Content will be combined with the hints template plan staff training specific to you easily applied into practice.

1. The training plan is what?

Training plan internal is the overall design of the business will train who, what, how, for how long with resources out why. Can visualize simple plan, like a “road map” to help the hr department, the manager determine the exact route capacity development for each position in the business.

Other than the training sessions organized, impromptu, or according to the sense, a plan for the systematic training will help to ensure that training activities are implemented properly target the right time and in accordance with the actual needs of the business.

A good plan is always associated with strategic human resources development of the business. Requires businesses to look beyond the needs skills before the eyes to the direction to the development of the power core, standardized skills hierarchical and team building inherit.

For example, if the business is oriented product development of training plans, needs to prioritize the skills of thinking, of, software, data analysis. When the plan is designed to fit strategic goals, the business will get the companionship solid in every phase of development.

2. The critical component in the plan, personnel training

To a training plan personnel bring really effective, businesses need to clearly define the core elements right from the planning stage. Each ingredient are playing an important role in ensuring that the training program does not only take place on schedule, but also create sustainable value for both institutions and students.

2.1. Training objectives

Target training is the foundation orientation the whole plan. Businesses need to ensure that these goals associated with the development strategy of the organization, instead of only solve short-term needs.

For example, If the business is heading to switch numbers, the goal training should focus on enhancing technological capability, skills data management for employees.

An effective method is applicable model SMART – specific (Specific), measurable (Measurable), attainable (Achievable), actual (Relevant), there are time limits (Time-bound).

For example: “In 6 months, 80% of business personnel complete training courses consulting skills numerical solution and reach the check points on 80%.”

When clear goals, businesses can measure accurately assess the level of success of the program, at the same time convince the leadership investment for training activities.

2.2. Object training

Not the program which fits well with all staff. Identifying the right audience to help businesses optimize costs, ensure training content to use.

Can sort groups of objects as follows:

• New employees: Focus on training, integration, corporate culture, workflow.
• Current employees: Training, professional skills, or soft skills to improve performance.
• Management: Training on leadership skills, decision-making, coaching team.
• Leadership design: capacity development strategy, change management.

A useful tool is Competency Gap Analysis – gap analysis capacity between the current position and ask. Through it, businesses can determine who needs training and what training, in how much time.

2.3. Content, training methods

Businesses can consider three common forms:

• Internal training: cost savings, leveraging expertise in organization, in accordance with the knowledge peculiarities.
• External training: Fit when you need in-depth knowledge, new technologies, or international certificates.
• E-learning: Flexible, save time and cost; suitable for businesses with multiple branches or personnel working remotely.

According to reports Training Industry 2024, the form of micro-learning (training micro) help students memorize the knowledge of good over 35% compared to traditional methods. In addition, trends such as blended learning (a combination of live and online), or gamification (games of learning) are many organizations apply to increase the level of interaction mount learners.

2.4. Budget and time implementation

The training is the long-term investment, so businesses need to calculate the budget a reasonably flexible. Factors to consider include:

• Cost of instructors, materials, facilities or platform training online.
• The opportunity cost of employee pause work to school.
• The cost of the evaluation, certification, summed up the program.

A suggested practice is to use the software, training management to track cost, time, course progress and report results automatically, help managers control the entire plan on a centralized system.

2.5. Evaluate the effectiveness of training

Reviews are steps to help businesses know which training program can truly bring value or not. Model Kirkpatrick is a common method, consisting of 4 levels:

• Reaction (Reaction): Employees are satisfied with the program?
• Learning (Learning): They have learned nothing?
• Behavior (Behavior): - Employees can apply knowledge in work?
• Result (Result): effective practice bring to a business is what? (for example: increased productivity, reduced manufacturing fault, improve business number).

Indicators KPI popular, including the rate of completion of the course, the average score test, the level of satisfaction after the training, the ROI (return on investment). When business track this data, the improvement program for the following cycle will become more accurate and more effective.

3. Why need building plan staff training?

Planning, employee training is not merely building a class schedule or choose trainers. This is a strategic investment-oriented help businesses strengthen the capacity of internal development team to create sustainable value. The section below will analyze the closer role from that help businesses understand why we need to build training plans and the actual values obtained.

3.1. Avoid wasting budget training

No little business to organize the training sessions, but after the measurement is effective, or even personnel feel content not related to work. Cause the core to come from the lack of a specific plan accordingly.

When planning to staff training, clear business will determine the training needs in each location, and stage of development. Thus, financial resources, time used the right target to avoid investment in the program is not effective. For example, instead of organizing a course in communication skills, the tea, the plan will indicate that only the customer care team online new top should be the priority.

3.2. Create strategic direction

A plan not only to help solve immediate needs but also the tool orientation long-term. Business can't be sustainable growth if staff do not grow commensurate. Planning, it will create the roadmap training throughout, from the personnel new to the management level middle/high level.

For example, businesses can build training plans for new employees in the first 3 months, followed by advanced training skills after 6 months and after 1 year will be trained in leadership thinking if personnel have the potential for advancement. This approach helps staff see development opportunities, thereby increasing the sticking spirit of dedication.

3.3. Improve the quality of human resources

Human resource capacity is the key element that helps business to operate effectively, adapt quickly to market and convert the number. The training plan is helping businesses proactively develop that capacity according to your business goals.

The training will contribute to the sync skills between the parts, overcome weaknesses expertise, enhance work performance and standardized processes. Especially in the phase of business transformation, technology or market expansion, building plan is the “springboard” to a team of fast pace change.

3.4. Is the basis for assessing training effectiveness

Can't judge right or wrong if the lack of standards for screening. A sample training plan is built, it will include: goals, duration, content, subjects, the form, only the number of specific measurement. Thanks to this, the business can easily evaluate the outputs of the training program.

For example, after the training course sales skills, businesses can track the rate of latch unit rate, back or satisfaction level of the customers to view course material, can improve employee performance or not. If no specific plan, assessing the effectiveness of training will be very emotional, which leads to difficulties in the improvements later.

The investment in construction planning, employee training is the foundation for solid growth of the business. A plan not only helps to train the right people, the right content, right time, but also brings the measurement value is: performance increase employee engagement, more organized, more mature. If the business is not yet available sample training plan, let's start from the basic template, then tweak according to specific companies to implement efficient and have long-term strategy.

4. The construction process plan staff training, professional and efficient

Build a training plan efficient staff is process analysis driven deployment system to enhance your team aligned with targets overall development of the business.

Here are 6 basic steps to help organizations build plan correctly, science effectively:

• Step 1. Needs analysis training
• Step 2. Determine the goal specific training
• Step 3. Choice of method form the proper training
• Step 4. Content building training program
• Step 5. Time planning, budget, and personnel in charge
• Step 6. Measurement efficiency rating after training

Step 1. Needs analysis training

The first step is most important is to clearly define the business are in need of training for, what, who.

The needs analysis can be done according to criteria such as:

• Analysis by department, location of work: For example the sales department need to be trained in skills to close the sale, while the produce department need training on the process ISO.
• Comparison between current capability and capacity required: evaluate the status of the capacity of each employee or group of personnel to detect distance (missing skill).
• Feedback from direct management or outcome KPI: If the conversion rate customer of the business staff reduction, this can be a signal needs re-training consulting skills.

The needs analysis will exactly help businesses avoid training, spreading, not fact.

Step 2. Determine the goal specific training

When has clear issues that need improvement, the next step is to set training goals specific measurable. A useful rule is applicable model SMART:

• Specific (Specific): For example, “advanced selling skills over the phone for 10 employees new sales.”
• Measurable (Measurable): Set specific criteria such as “increase the proportion of pegs menu added 15% after 1 month.”
• Can be achieved (Achievable): Ensure the target in accordance with the capacity, time, learning of employees.
• Realistic (Realistic): should Not expect employees to master the knowledge in depth after just 1 session.
• Time limit (Time-bound): set timelines clear, for example, “within 4 weeks.”

Identifying the right target is the platform to build model training plan specific to help businesses measure the effectiveness.

Step 3. Choice of method form the proper training

There was no method is “optimal for every situation.” Depending on the content and object of training that businesses can choose from:

• On-the-job training (onsite training): matching skills commissioning, the actual operation.
• E-learning: Flexibility in terms of time, cost savings, consistent with university training tea or background skills.
• Coaching/mentoring: for object management, the need to develop thinking skills, decision making.
• Workshop internal: encourage the exchange and sharing of experience between the parts.

Advantages and disadvantages of training methods also need to be considered carefully: for example, e-learning, easy to deploy, but can lack of interactivity; on-site training highly effective but time-consuming personal guide.

Step 4. Content building training program

Training content should be brief, practical, keep abreast of the needs identified. Please avoid theoretical empty or spread too many themes. Some important note:

• Priority content can be immediately applied to real work.
• Use, for example, situations, businesses often meet to increase practicality.
• Combining diverse forms: slides, videos, real-life situations, short game.

A sample training plan the efficient staff will always include detailed content in each session, each team and each specific goal.

Step 5. Time planning, budget, and personnel in charge

Businesses need to establish a training schedule specific to the month, quarter, or year, at the same time:

• The proposed budget reasonable: includes the cost of instructors, materials, tools, support, cost of the software if available.
• Clearly assigned: One in charge of the organization? Who track the results? Who is direct instruction?

The plan in as much detail as easy to deploy. The business can refer to the sample training plan quarterly to easily allocate resources accordingly.

Step 6. Measurement efficiency rating after training

A plan basically indispensable step efficiency rating. Some indicators of business should track:

• Changes in job performance: For example, speed of order processing, the error rate decreases.
• The level of satisfaction of employees: via survey after the training.
• Level apply new knowledge to work: can assessment through tests, interviews, short or track KPI.

The reviews not only help to improve the training program, which is also the basis to build template plan staff training for the later stages.

A training plan is built, it not only helps business improve team capability but also increases investment efficiency, retain talent and strengthen the foundation for sustainable development. If you are looking for sample plan matching your business, let's start from the step needs analysis simple, then gradually improving the system of training according to each stage of development.

5. Sample training plan internal staff details [free Download]

An effective plan not only to show the long-term vision in workforce development, but also reflects the ability to organize optimal resources of the business. However, many organizations still have difficulty when embarking on the construction plan template internal training specific.

Here are three form template plan staff training popular, easy to apply suitable for each demand management personnel in business.

5.1. Sample training plan internal departmental

This is a sample plan matching business want to organize training according to the specialized needs of each department. Each department has specific work different, so the content, methods and training goals should be designed specifically for optimum efficiency.

Template structure plan include:

Businesses can clearly define the role the individual needs of each department, from which avoid the status of “training the tea,” at the same time easily track progress and results according to each hr team.

5.2. Sample training plan internal periodically (quarterly or year)

With the business strategy development in the long term, sample training plan periodical is indispensable tool. This form helps leaders capture the entire training program of the year, easily integrated into budget planning, personnel overall.

The proposed structure for the training plan which states:

With the establishment of this plan, businesses can proactively allocate resources to ensure training is not interrupted and always keep abreast of development goals, long-term capacity for the team.

5.3. Hints template plan staff training simple, easy to apply

If the business hasn't built a training plan, it can start from a template internal plan simple after this. This form particularly suited to small and medium enterprises, less personnel in charge of training but still need a clear plan to deploy effectively.

Pattern suggestions:

This simple template helps business fast start training program which does not need to prepare too much material or tool support. High flexibility, can be adjusted according to scale resources of each business.

DOWNLOAD SAMPLE TRAINING PLAN INTERNAL STAFF ADEQUATE FOR THE BUSINESS

6. The note-to-deploy building plans, staff training, effective

To a training plan doesn't just stop on a paper that truly bring positive changes in performance work and workforce development, businesses need to pay attention to the following factors:

• Mounted training with the actual needs of employees and your business goals

One common mistake is to deploy training according to the sense or because “there should be training programs” that has not really thorough survey actual needs. The construction plan should start from two questions: Employees are lack of skills to complete the work better? Business need to do to achieve strategic goals?

For example, if the business is heading to expand the international market, training program, business English for staff is a step in the strategy, instead of focusing only on skills, traditional sales.

• Versatile applied technology training number in order to save the cost

Technology training is no longer a “luxury” dedicated to the big corporations. The E-learning platform such as Vietnam Elearning allows small and medium business organization, online courses, training en masse personnel at multiple branches with optimal cost. In addition, academic data stored track transparency helps to manage easily evaluate the progress – effective training.

Apply the technology not only saves the cost of travel, hire trainers, but also increase the autonomy for learners, employees can learn on flexible time in accordance with the characteristics of the work.

• Need to have the commitment from leadership/management directly

Training can not be successful if only the efforts of hr. Leaders and middle managers need to play the role orientation, inspire, create conditions for employees to be fully engaged. This commitment should be expressed from the allocation of budget is clear, take the time for training in work schedule to encourage and evaluate the results after training.

• Don't skip steps, re-evaluation after each training program

A sample training plan, professional staff are always part reviews the results after training. Here are steps to help businesses identify clear: the program has achieved its objectives or not? Is there any point need to tune in again next training?

The assessment does not just stop at satisfaction survey of students that need to measure the impact on work performance, ability to apply knowledge, the degree of improvement in the indicators related.

7. Solution Lac Viet Elearning training support internal business optimization

To the construction and management training plan is no longer “administrative burden”, which became a strategic advantage, businesses need to support from specialized tools. One of the solutions management software, business training stand out on the market today is software lacviet Elearning.

• Clearly planned according to each stage: The software allows business establishment plan sample according to each tranche: onboarding, periodic, soft skills, professional skills... Each program is tied to a specific target group objects, deployment time, clear help managers to track coordinator.
• Automate the deployment process – assessment: From sending notifications to employees, track learning progress, to collect post-training assessment. All is automated, which saves processing time and reduce errors.
• To optimize costs, ensure transparency: Compared with the cost of organizing traditional training, the use Lac Viet Elearning help businesses save up to 40% of the budget each year. At the same time, all training activities are stored transparency report helps leaders easily evaluate effective decision making strategies.

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Get advice, 1:1 expert personnel training: Help your business build plan training practices, can implement immediately within 7 days. Visit now: https://elearning.lacviet.vn to begin your journey to enhance the level of internal resources in an active way effective.

If your business is looking for model training plan is effective or needs a solution companion in the whole process of training, let us Vietnam Elearning support you on the journey of human resource development, comprehensive long-term.