Training plan requirements
What should I consider when developing a training plan?
Return on Investment for training is an area of huge interest and benefit to the organisation – if done right. As a metric it is time-consuming to calculate and doesn’t take into consideration the many factors at play in an organisation.
What is useful to consider is a list of factors designed by Paul Donovan and David P. Darcy in Ireland, listed below are the key factors. Take a look at the list and evaluate for yourself the real factors that determine the successfulness of a training intervention. It is fair to assume, that organisational factors have an impact on the success of the training intervention.
Factors
- Trainer effectiveness
- Perceived relevance
- Job design
- Organisational support for learning
- Motivation to attend
- Quality focus
- Training event climate
- Trainer understanding of context
- Job autonomy
- Clarity of the Individual’s job
- Peer support
- Training linked to purpose
- Career utility
- Organisational linkage
- Learning transfer management
- Management expectation
- Organisational structure
- Opportunity to use
- Location of training function
- Decentralisation of the training function
- Individual rewards
Helpful resources
International Journal of Training and Development [ISSN 1360-3736]: Volumne 15, Number 2 "Learning transfer: the views of a practitioners in Ireland" by Paul Donovan and David P. Darcy.