What Is a Training Plan?

According to an article from Chron, training is a systematic process that expands and develops many employees’ knowledge and skills in an organization. And it is just the perfect process for any business to strive for, so training will be conducted properly right from the get-go. To make that happen, you need a training plan—a detailed document that guides you from the planning stage down to instruction delivery. For that plan to work as expected, it should be well-developed whether you are training personally, online, one-on-one, by group, or any example.

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The workplace training industry was affected markedly by the great recession’s impact worldwide; hence, the industry improved that the estimated market for global workplace training was $370.3 billion in 2019.

Also, Statista reported that in 2020, 18% of respondents from learning and development (L&D) departments in North America plan to use self-paced virtual training programs.

Meanwhile, the International Health, Racquet, and Sportsclub Association (IHRSA) stated that one out of five Americans is part of at least one health club.

Why Are Training Plans Important?

Training plans are both beneficial and important. Remember that businesses have different goals and objectives to achieve. A training plan ensures that each objective, task, or project will be identified and accomplished in the end. Such plans outline the tasks to fulfill and meet the stepping-stones—aka a reliable business roadmap. Instead of just preparing goals, you have a practical guide while training participants, improving both the trainer and the participants’ overall experience if there is a clear action plan.

It is no surprise that a training plan is vital to any organization when you need to become more lucrative and competitive. Learnings will even be part of the process to improve their expertise and learn from their mistakes. More so, a scheduled plan is observed since you will need to base on a calendar to ensure plans are met on time. What is even better? Training plans apply to business, school, sports, hospital, church, etc. Don’t limit its application to one example only.

What Are the Key Elements of a Training Plan?

Back then, in the great recession, worldwide workplace training was affected badly. The industry prompted to rebound that the amount spent on workplace training globally reached $370.3 billion. That is, according to Statista’s 2019 research survey. Pieces of training are certainly no joke. Otherwise, your enterprise might fail while others continue to grow. But before making your plan, do you ever wonder what is usually inside the training document? In this section, we outlined the key elements of a training plan. Make sure your plan consists of the following:

Objectives: A training plan won’t be considered a plan without setting objectives or goals. You should learn how to observe specific yet realistic objectives, so the result will not just remain a dream. And to set the best objectives, you can benefit from using SMART goals templates.Duration and Dates: Setting a sensible schedule is essential to any plan. Otherwise, how else would you know if your plan consists of a realistic duration? You can’t just expect to train in one day and expect changes right away. Thus, consider how long the training takes or when the effects are expected to happen. You can even measure and track employee performances from a 30, 60, or 90-day schedule. Work with what applies best to your business.Venue: Where should the training happen? State the location or facility in the training plan too. That way, trainers and participants do not only know when training programs commence but also where. Include special instructions and directions if necessary, too. For example, not everyone prefers personal training. In fact, Statista said that 18% of respondents from L&D departments in North America prefer self-paced virtual training over other available programs.Activities or Learning Strategies: Now, for the meat of any training plan, consider a segment where you can outline the activities and learning strategies that should be taken action soon. And don’t forget to detail the knowledge areas where you need to notice an improvement after. Those areas will be what you base in formulating strategic plans. There are some plans where this detail level is unnecessary, but you can benefit from doing so.Milestones: It is hard to progress without specific milestones to mark. You can add extra space to write the dates when milestones were reached and additional comments to note down. Failing to mark what factors were accomplished may have you repeat some steps or forget to follow some plans. Thus, it is crucial to rank competencies and achievements throughout the way.Approval Signature: Expect a training plan to denote a space specifically for marking a signature of approval. The manager or leader is expected to sign when the training program is complete. The same goes if some parts have been fulfilled already. Signatures answer the question if programs were approved or not.

How to Design an Effective Training Plan

It is no surprise that writing training plans require strategic thinking, creative ideas, and a sensible program structure. And you make sure training will help reach your specific goals. And since you already know about a training plan’s definition, importance, and key elements, apply your knowledge in designing the training plan itself. Rest assured, it will be simple, especially when you have sample templates to use as your guide in making one. To ensure the plan runs effectively, follow these steps on how to design a training plan:

Step 1: Conduct a Training Needs Analysis

First things first, you must identify your training needs. Anyone may be aware of how valuable training is, but not everyone knows what specific training their organization needs. A training needs analysis or assessment is a smart approach to recognize your goals, tasks, and activities to construct later on. That means you scrutinize your business thoroughly before even creating training plans.

Step 2: Identify the Learning Objectives

After your analysis, start setting the learning objectives. What do you want the workforce to accomplish or employees to practice? Such objectives should be aimed at meeting those training needs. Remember that depending on other companies’ training plans might not work on your application. For example, you planned on creating a workforce training plan, yet you might end up following a gym training plan. Don’t confuse that from your plan, especially when one out of five Americans is part of one health club. Go for objectives that are relevant to your business needs.

Step 3: Use the Right Training Resources

Next, rely on the appropriate training materials and resources to conduct training. This section is where you state if the training involves a personal workshop, online documentation, special games, or tests. Specify these resources that can help implement improved learning and development. There are many ways to be creative in doing the process, too, so do not stick to the widely-used resources if you can come up with new strategies.

Step 4: Set a Timeline

The duration or date is one of the key elements in a training plan that sets a great weight in the overall plan. So before running to the training process immediately, finalize the expected timeline of events first. What should be done hourly, daily, weekly, monthly, or quarterly in the plan? Jot them down. Be wise in sequencing which steps to handle first, second, until last. Otherwise, you might not know when to start and end the process, especially with no reasonable deadlines to observe.

Step 5: Conduct the Training Plan

Now for the challenging part, implement your training plan. Designing the plan is not the main course anyway since you still have to execute the structured plan. You will also note the progress, issues, and other significant factors to record. If you made the whole plan carefully, then there is a high success rate to expect in the end. But if you do meet errors, give room for adjustments and solutions. You can learn by also conducting an analysis of the results.

Step 6: Make an Evaluation Report

You can tell that your training plan is successful or not after conducting evaluation reports. In short, evaluate the training. Of course, you must check if the staff learned new techniques, managers practiced useful leadership skills, and if improvements happened in the end. Aside from evaluations, you can learn about the outcome based on the participants’ feedback. Learn from the assessments until you can come up with a better training plan afterward.

FAQs

What are the main steps of the training process?

According to the Public Health Foundation (PHF), training usually consists of five main stages. These steps are assessment, motivation, design, delivery, and evaluation. And following that process, whether you are a beginner or a pro at training, helps you develop effective training.

What are the five principles of training?

As you conduct training or aim to enhance performance, you would need to observe five basic principles. They are specificity, progression, overload, reversibility, and adaptation. And each principle is important to push through training successfully.

Who prepares training plans?

It is expected that trainers prepare training plans. But it can also be anybody from the HR department, manager, or team leader. Who to train and in what context even varies. However, whoever is assigned to prepare the plan should know of the responsibilities to fulfill. If not, then training might not go according to plan. It works best to assign someone qualified for the task, and you can expect great results.

What are the training delivery methods in L&D programs?

L&D programs have around five training delivery methods. And they comprise instructor-led training (ILT), virtual classroom, mobile learning, e-learning, and blending learning. Don’t forget to choose which method works best for your training.

Making the training plan is just one of the various responsibilities HR has. Trainers don’t only work as a coach since they also play the referee and the quarterback simultaneously. Therefore, it is important to use the best tools to ensure positive results for employees, management, and overall work. And with our sample training plan templates ready for download, training won’t have to become more difficult as you can plan fast. As you use the right template as your starting point, a remarkable difference shall commence that will benefit both trainers and training participants.