A Training Plan sets the expectations for participants and keeps workplace skills and training providers accountable.
In this article, we will discuss the features of a Training Plan and how to create an effective plan that improves the learner experience.
Here’s what we’ll cover:
- What is a Training Plan?
- Why is a Training Plan important?
- What should be included in a Training Plan?
- What is the structure of a standard Training Plan?
- How to create an effective Training Plan
- Training Plan example
What is a Training Plan?
A Training Plan is a working document that communicates everything you need to know about training.
This means it contains information regarding how, when and where training is conducted. It also spells out the core details of a training program including its goals and objectives, duration, and assessment methods for certification.
A Training Plan is usually learner-specific which means it is tailored to the unique needs, experiences and expectations of the training. So, the employee, learner, apprentice or trainee must actively participate in the plan’s development phase.
Why is a Training Plan important?
Having a Training Plan is important for an efficient training process. A Training Plan acts as a roadmap for instruction, sets realistic expectations for participants and keeps the instructor accountable.
Other benefits of a Training Plan include:
- It increases training productivity for instructors and participants.
- It enables you to track the impact of your training, that is, how well it worked.
- Working with a Training Plan saves time because everyone already has a clear idea of how things should go.
What should be included in a Training Plan?
According to Business Queensland, a Training Plan should have the following information:
- Specific units of competency needed to complete a chosen qualification
- Responsibilities for each unit of competency
- Recognition of prior learning (RPL)
- Delivery mode
- Support services for trainees with special needs
- Assessment methods and outcomes
- Dates for off-the-job learning
What is the structure of a standard Training Plan?
Training Plans consist of six (6) parts namely: :
- Title of the training, e.g., Effective Communication in the Workplace
- Purpose: The purpose communicates the primary reason for the training program.
- Learning objectives are statements that communicate specific training outcomes. They tell participants what they should expect to know at the end of the training. They also serve as a roadmap for the instructor(s).
- Duration of the training
- Training delivery method, that is, whether in-person, online or hybrid
- Evaluation procedures: Portfolio assessment, product-based assessment, third-party evidence, etc.
How to create an effective Training Plan
1. Determine your audience before beginning the Training Plan
You need to know your target audience to determine the appropriate training methods required and to tailor the training content to their needs. Without this, you’d waste time developing a lop-sided plan that doesn’t add any value for participants.
The most important question to ask here is, “how much knowledge do participants already have about this subject matter?” If they’re newbies, you’d know that you should take a foundational approach to the training. For more advanced learners, you can adopt complex learning methods.
2. List your training needs
Think about what you require to pull off a successful training and write them out. This ranges from learning materials and resources required to securing a conducive location for the training.
You need to list these things out so you can plan for them effectively. If you like, you can create a mini checklist to help you organise important training requirements.
3. Set your learning objectives
Learning objectives guide you on what to focus on during the training. At the same time, they set participants’ expectations and keep the instructor accountable.
Your learning objectives should be achievable, specific and easy to understand. More importantly, they should match the context of the training as well as the learning styles of your students.
For instance, if you’re holding foundational training, you shouldn’t expect learners to demonstrate advanced knowledge at the end of the course.
Limit your objectives to one or two per session so you do not overwhelm yourself or your trainees.
Choose your preferred training delivery method
Identify a delivery method that will help you meet your learning objectives. To make the right choice, you should consider the type of training, learner-peculiarities, and the training content.
For example, some training content is best delivered in person while others do not require any physical lectures.
Other delivery methods you can adopt for your training include:
- Webinars
- One-on-one coaching
- Recorded videos
- Self-paced training
- Instructor-led training
- Online learning
- Blended delivery method
A learning management system like Cloud Assess can help you organise training materials, and deliver them to trainees seamlessly. You can easily track learner progress and performance, and make necessary iterations along the way.
Choose your assessment method
At the end of the training, you should have a means to certify participants’ competencies in the subject matter. Depending on the type of training, you can opt for a summative or formative assessment method.
Creating Your Own Training Plan
Here’s a sample Training Plan that you can modify for your workplace or training organisation.
Training Plan Example
Title: Basic Communication Skills Training
Purpose: To help learners improve their core communication skills for better workplace interactions
Learning Objectives: At the end of this training, participants should:
- Know the basic skills needed for workplace communication
- Understand how to use these skills in the workplace
Delivery Mode: Instructor-led training
Duration: Three weeks
Assessment Method: Formative
Wrapping Up
The purpose of a Training Plan is to map out strategies for achieving specific learning outcomes. Once you have a plan that clearly communicates the goals and objectives of the training, it becomes easy to execute a successful training and assess participants accordingly.
