Hello
I have joined recently this fruitful resource. I am seeking help in how to effectively plan and budget for training courses for an entire year. Your help is highly appreciated in advance.
Regards to all
Nizar
From Kuwait, Kuwait
I have joined recently this fruitful resource. I am seeking help in how to effectively plan and budget for training courses for an entire year. Your help is highly appreciated in advance.
Regards to all
Nizar
From Kuwait, Kuwait
Nizar
You must first,conduct the TRAINING NEEDS ANALYSIS[ T N A]
for all your staff.
Based on the TNA, you / your immediate supervisor
-identify the programs [ subject/contents]
-also the priority [ what is critical /what is urgent/what is important]
YOU/YOUR IMMEDIATE SUPERVISOR should discuss with
the departmental heads the priority , as they see it.
------------------------------------------------------------------------------------
I am assuming , you are responsible for technical training, as well as,
SOFT SKILLS TRAINING.
I HAVE LISTED SOME TRAINING MODULES
AS SAMPLES, BASED ON MY PAST SIMILAR EXPERIENCE,
HERE BELOW . [ THESE ARE SOFT SKILLS ONLY]
SOFT SKILLS ONLY
TRAINING AND DEVELOPMENT COURSES
[ hours allocation ] assuming 8hrs a day.
LEADING AND DEVELOPING PEOPLE
Coaching Skills for Managers [ 16 hrs]
Developing High Performance Teams [ 16 hrs]
Human Resource Management for line managers.[24 hrs]
Leading for Results [ 16hrs]
Managerial Leadership and Development. [ 16hrs]
Mentoring in the Workplace [ 8 hrs]
People Management [ 32 hrs]
Performance Management [ 16 hrs]
Recruiting and Selecting Staff [ 16hrs]
Review and Reward Staff Performance . [ 12 hrs]
Strategic Leadership . [ 16hrs]
The Supervisory development course[24 hrs]
Interpersonal skills [ 16hrs]
GENERAL / MANAGEMENT
Effective Office Management [ 8hrs]
Implementing Change [ 8 hrs]
Management Essentials [ 16hrs]
Setting goals/ objectives [ 8hrs]
Problem solving / decision making [ 8hrs]
Team building [ 16hrs]
Performance appraisal / improvement plan [ 16hrs]
Public speaking [ 8hrs]
Time management [ 4 hrs]
Counselling employees on performance [ 8hrs]
INDIVIDUAL PERFORMANCE
Assertiveness Techniques [ 8hrs]
Conflict Resolution [ 8hrs ]
Managing Stress [ 4 hrs ]
NLP for Business/sales [ 8hrs]
Personal Influence Skills [ 8hrs]
Positive Negotiation Skills [ 16hrs]
Time Management [ 4hrs]
BUSINESS COMMUNICATION
Business Writing Skills[ 4 hrs]
Effective Communication [ 8hrs]
Professional Presentations [ 8hrs]
Writing Winning Tenders and Proposals [ 8hrs]
LEARNING AND DEVELOPMENT
Train the Trainer ‑[16-24 hrs]
Training and Assessment Systems [ 8hrs]
Workplace Assessment [ 8hrs]
Continuous Improvement ‑ improving Systems and Processes[16hrs]
Customer Service ‑ Meeting Customer Needs[ 8hrs]
Effective Workplace Retationsh[ps ‑ Working Together [ 8hrs]
Innovation and Change ‑ Making Change Happen [ 8hrs]
Operational Plans ‑ From Thought to Action [ 8hrs]
Personal Work Priorities ‑ Empowering Self [ 8hrs ]
Workplace Information ‑ The Knowledge Advantage[ 8 hrs]
Workplace Leadership ‑ Leading the Way [ 8hrs]
Workplace Learning ‑ The Competitive Edge [ 8hrs]
Workplace Safety ‑ Promote a Safety Culture [ 4 hrs]
================================================== ================
when selecting the modules, four things to remember
-TARGET AUDIENCE
-PRIORITY REQUIREMENTS
-WHICH ONE WILL CREATE GREATER BUSINESS IMPACT
IN THE SHORT TERM.
-BUDGET
---------------------------------------------------------------------------------
BUDGET
When it comes to budget--spending on training/development
-it will be never sufficient.
-there will be always some constraint.
-in spite of management desire/ great interest in training/development,
when it comes to releasing budget, it will be hard to come.
----------------------------------------------------------------------------------
SO WHEN YOU PRESENT YOUR PROPOSAL GO WITH
A MINIMUM AND MAXIMUM BUDGET / PROGRAMS.
*what will be conducted / business impact on minimum budget.
*what will be conducted / business impact on maximum budget.
-------------------------------------------------------------------------------------
Apart from the needs/ requirements, another way the management
looks at the spending on training budget is % of sales.
when you complete the mini / maxi budget, check with your
company annual sales budget.
-----------------------------------------------------------------------------------
As a guideline for the selection of programs,
apart from the priority list based on TNA, you will see that
the people who could make the best use of training/development
and create impact on the business are
-the middle management
*regional sales managers
*production managers
*warehousing manager
*planning manager
*purchase manager
*procurement manager
*supply manager
*supply chain manager
*administration manager
etc etc
....................................
-first line managers / supervisors
*foremen
*warehouse supervisor
*office supervisor
PLUS
the frontline staff.
*sales reps
*customer service staff
etc etc.
-------------------------------------------------------------------------------------
TRAINING WORKLOAD
NOW based on the information, can you/ your immediate supervisor
-estimate the program time for each program
-estimate the no of time each program has to be run
-estimate the total no. of hours all together
-estimate who is going to do it [ take logistics into consideration]
-do you need external trainers , as support
-how many / what programs / when/where.
================================================== ====
FOR EACH PROGRAM , DEVELOP A PLAN USING THE
TRAINING PLAN CHECKLIST
1. An assessment of the current situation.
2. A statement of purpose, outlining what is to be accomplished.
3.Identification of the training needs.
4. A statement of planning premises -significant asssumptions,
constraints, and parameters.
5. A forecast statement of factors that might help or hinder
the end results.
6. Desired behaviors are specified.
7.Desired competences are identified and specified.
8.Knowledge, skills, and characteristics desired are specified.
9. Constraints like time, budget and participants attitude are identified.
10.Participants' characteristics are identified / listed.
11. Training objectives are defined / listed.
12.Training program contents are outlined.
-identifying topic areas to be covered.
-specific concepts are listed
-key points are specified
-determining the emphasis required on each topic.
-sequencing the topics into a logical progression.
-establishing a learning pace.
13. Selection of instructor(s)
-in terms of scholastic records
-in terms of delivery skills
-in terms of personality
etc etc
14. Physical facilities
-location
-settings
-conference room [ size / layout /light/acoustics/ etc]
-seating arrangements
-case study rooms
etc
15. Conference room facilities
-equipments required
-stationery required
-dining / coffee room facilities
-writing materials
etc etc
16. Training Teaching materials
-training agenda
-trainer's manual
-participants' manual
-case studies
-role plays
etc etc
17. Training Methods
-lecture
-conference method
-management games
-case study
-senstivity training
-programed instructions.
18. Evaluations.
19. Training schedule.
20. Training Budget
-===============================================
•ONCE YOU GO THROUGH THESE STEPS AS LISTED ABOVE,
YOU WILL KNOW
-WHO ARE YOUR TARGET AUDIENCE
-WHAT DO THEY WANT
-WHAT ARE THEIR PRIORITIES
-WHEN DO THEY WANT
-HOW ARE YOU GOING TO IMPLEMENT EACH PROGRAM
-HOW WILL IT BE ADMINISTERED
-WHO WILL DELIVER THESE PROGRAMS
-WHAT IS THE COST OF IMPLEMENTING
AT MINIMUM LEVEL
AT MAXIMUM LEVEL
-AT WHAT PERIOD OF TIME
-WHAT IS THE TIMING OF EACH PROGRAM
ETC ETC
ONCE YOU HAVE THESE INFORMATION,
YOU CAN NOW CALENDERISE AND DEVELOP
THE SCHEDULE.
Sample Outline [for the total corporatewide program]
1.Introduction [ purpose of this program]
2. Scope of the Training Plan
3 .Organizational Entities
4.Responsibility/ management ownership of the program.
[mention T&D, department management etc]
5. Training/development Objectives
6. Training / development Policy
7. Corporate / Organizational Goals Supported
[ impact on the business]
8. Training / development Benefits
9. Strengths and Areas of improvements of the Organization
[avoid using term WEAKNESSES]
10. How Training Needs Are Identified, Verified, and Prioritized
11. Training Needs To Be Addressed
[ knowledge / skills etc]
12. Course / by Job Category
HERE , PREPARE A MATRIX
VERTICAL HORIZONTAL >>>>>>>>>>>>>>>>>>
COURSES...............JOB CATEGORY>>>>sales ! production!customer service etc etc
V V V VVVV
time management
supervisory skills development
etc etc
IN THE BOXES, ESTIMATE HOW MANY WOULD ATTEND THE COURSE
MY SUGGESTION IS
SPREAD THE PROGRAM OVER 2 YEARS.
TIMEWISE / FINANCEWISE/ TRAINING RESOURCEWISE, YOU CANNOT
MANAGE ALL IN ONE YEAR.
13. Course Descriptions
[ just 2/3 lines for each selected ones]
14. Planned Course Development/Acquisition Strategy
15. Estimated Development and Acquisition Costs
16. Course Quality Standards
17. Planned Delivery Schedule
18. staff Selection and Enrollment Procedures
19. Training Evaluation and Tracking
==============================================
NOW USE THIS CHECKLIST ,
TO PREPARE A TRAINING PLAN FOR
EACH COURSE / JOB CATEGORY [ take it from the matrix]
EXAMPLES
1.supervisory skills course / production supervisors
2.customer service skills course / customer service staff
etc etc
TRAINING PLAN CHECKLIST
1. An assessment of the current situation.
2. A statement of purpose, outlining what is to be accomplished.
3.Identification of the training needs.
4. A statement of planning premises -significant asssumptions,
constraints, and parameters.
5. A forecast statement of factors that might help or hinder
the end results.
6.Course Overview
7.Learning Outcome
8.Partcipants for this program
9.Program Benefits to the participants
10.Learning Techiques to be used
[workshop activities/problem solving exercises
training video / case studies/forum discussion/
role plays/simulations/ etc]
11. Desired behaviors are specified.
12.Desired competences are identified and specified.
13.Knowledge, skills, and characteristics desired are specified.
14. Constraints like time, budget and participants attitude are identified.
15.Participants' characteristics are identified / listed.
16. Training objectives are defined / listed.
17.Training program contents are outlined.
-identifying topic areas to be covered.
-specific concepts are listed
-key points are specified
-determining the emphasis required on each topic.
-sequencing the topics into a logical progression.
-establishing a learning pace.
18. Selection of instructor(s)
-in terms of scholastic records
-in terms of delivery skills
-in terms of personality
etc etc
19. Physical facilities
-location
-settings
-conference room [ size / layout /light/acoustics/ etc]
-seating arrangements
-case study rooms
etc
20. Conference room facilities
-equipments required
-stationery required
-dining / coffee room facilities
-writing materials
etc etc
21. Training Teaching materials
-training agenda
-trainer's manual
-participants' manual
-case studies
-role plays
etc etc
22. Training Methods
-lecture
-conference method
-management games
-case study
-senstivity training
-programed instructions.
23. Evaluation of training program
24. Training schedule.
25. Training Budget
================================================== ===
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
260You must first,conduct the TRAINING NEEDS ANALYSIS[ T N A]
for all your staff.
Based on the TNA, you / your immediate supervisor
-identify the programs [ subject/contents]
-also the priority [ what is critical /what is urgent/what is important]
YOU/YOUR IMMEDIATE SUPERVISOR should discuss with
the departmental heads the priority , as they see it.
------------------------------------------------------------------------------------
I am assuming , you are responsible for technical training, as well as,
SOFT SKILLS TRAINING.
I HAVE LISTED SOME TRAINING MODULES
AS SAMPLES, BASED ON MY PAST SIMILAR EXPERIENCE,
HERE BELOW . [ THESE ARE SOFT SKILLS ONLY]
SOFT SKILLS ONLY
TRAINING AND DEVELOPMENT COURSES
[ hours allocation ] assuming 8hrs a day.
LEADING AND DEVELOPING PEOPLE
Coaching Skills for Managers [ 16 hrs]
Developing High Performance Teams [ 16 hrs]
Human Resource Management for line managers.[24 hrs]
Leading for Results [ 16hrs]
Managerial Leadership and Development. [ 16hrs]
Mentoring in the Workplace [ 8 hrs]
People Management [ 32 hrs]
Performance Management [ 16 hrs]
Recruiting and Selecting Staff [ 16hrs]
Review and Reward Staff Performance . [ 12 hrs]
Strategic Leadership . [ 16hrs]
The Supervisory development course[24 hrs]
Interpersonal skills [ 16hrs]
GENERAL / MANAGEMENT
Effective Office Management [ 8hrs]
Implementing Change [ 8 hrs]
Management Essentials [ 16hrs]
Setting goals/ objectives [ 8hrs]
Problem solving / decision making [ 8hrs]
Team building [ 16hrs]
Performance appraisal / improvement plan [ 16hrs]
Public speaking [ 8hrs]
Time management [ 4 hrs]
Counselling employees on performance [ 8hrs]
INDIVIDUAL PERFORMANCE
Assertiveness Techniques [ 8hrs]
Conflict Resolution [ 8hrs ]
Managing Stress [ 4 hrs ]
NLP for Business/sales [ 8hrs]
Personal Influence Skills [ 8hrs]
Positive Negotiation Skills [ 16hrs]
Time Management [ 4hrs]
BUSINESS COMMUNICATION
Business Writing Skills[ 4 hrs]
Effective Communication [ 8hrs]
Professional Presentations [ 8hrs]
Writing Winning Tenders and Proposals [ 8hrs]
LEARNING AND DEVELOPMENT
Train the Trainer ‑[16-24 hrs]
Training and Assessment Systems [ 8hrs]
Workplace Assessment [ 8hrs]
Continuous Improvement ‑ improving Systems and Processes[16hrs]
Customer Service ‑ Meeting Customer Needs[ 8hrs]
Effective Workplace Retationsh[ps ‑ Working Together [ 8hrs]
Innovation and Change ‑ Making Change Happen [ 8hrs]
Operational Plans ‑ From Thought to Action [ 8hrs]
Personal Work Priorities ‑ Empowering Self [ 8hrs ]
Workplace Information ‑ The Knowledge Advantage[ 8 hrs]
Workplace Leadership ‑ Leading the Way [ 8hrs]
Workplace Learning ‑ The Competitive Edge [ 8hrs]
Workplace Safety ‑ Promote a Safety Culture [ 4 hrs]
================================================== ================
when selecting the modules, four things to remember
-TARGET AUDIENCE
-PRIORITY REQUIREMENTS
-WHICH ONE WILL CREATE GREATER BUSINESS IMPACT
IN THE SHORT TERM.
-BUDGET
---------------------------------------------------------------------------------
BUDGET
When it comes to budget--spending on training/development
-it will be never sufficient.
-there will be always some constraint.
-in spite of management desire/ great interest in training/development,
when it comes to releasing budget, it will be hard to come.
----------------------------------------------------------------------------------
SO WHEN YOU PRESENT YOUR PROPOSAL GO WITH
A MINIMUM AND MAXIMUM BUDGET / PROGRAMS.
*what will be conducted / business impact on minimum budget.
*what will be conducted / business impact on maximum budget.
-------------------------------------------------------------------------------------
Apart from the needs/ requirements, another way the management
looks at the spending on training budget is % of sales.
when you complete the mini / maxi budget, check with your
company annual sales budget.
-----------------------------------------------------------------------------------
As a guideline for the selection of programs,
apart from the priority list based on TNA, you will see that
the people who could make the best use of training/development
and create impact on the business are
-the middle management
*regional sales managers
*production managers
*warehousing manager
*planning manager
*purchase manager
*procurement manager
*supply manager
*supply chain manager
*administration manager
etc etc
....................................
-first line managers / supervisors
*foremen
*warehouse supervisor
*office supervisor
PLUS
the frontline staff.
*sales reps
*customer service staff
etc etc.
-------------------------------------------------------------------------------------
TRAINING WORKLOAD
NOW based on the information, can you/ your immediate supervisor
-estimate the program time for each program
-estimate the no of time each program has to be run
-estimate the total no. of hours all together
-estimate who is going to do it [ take logistics into consideration]
-do you need external trainers , as support
-how many / what programs / when/where.
================================================== ====
FOR EACH PROGRAM , DEVELOP A PLAN USING THE
TRAINING PLAN CHECKLIST
1. An assessment of the current situation.
2. A statement of purpose, outlining what is to be accomplished.
3.Identification of the training needs.
4. A statement of planning premises -significant asssumptions,
constraints, and parameters.
5. A forecast statement of factors that might help or hinder
the end results.
6. Desired behaviors are specified.
7.Desired competences are identified and specified.
8.Knowledge, skills, and characteristics desired are specified.
9. Constraints like time, budget and participants attitude are identified.
10.Participants' characteristics are identified / listed.
11. Training objectives are defined / listed.
12.Training program contents are outlined.
-identifying topic areas to be covered.
-specific concepts are listed
-key points are specified
-determining the emphasis required on each topic.
-sequencing the topics into a logical progression.
-establishing a learning pace.
13. Selection of instructor(s)
-in terms of scholastic records
-in terms of delivery skills
-in terms of personality
etc etc
14. Physical facilities
-location
-settings
-conference room [ size / layout /light/acoustics/ etc]
-seating arrangements
-case study rooms
etc
15. Conference room facilities
-equipments required
-stationery required
-dining / coffee room facilities
-writing materials
etc etc
16. Training Teaching materials
-training agenda
-trainer's manual
-participants' manual
-case studies
-role plays
etc etc
17. Training Methods
-lecture
-conference method
-management games
-case study
-senstivity training
-programed instructions.
18. Evaluations.
19. Training schedule.
20. Training Budget
-===============================================
•ONCE YOU GO THROUGH THESE STEPS AS LISTED ABOVE,
YOU WILL KNOW
-WHO ARE YOUR TARGET AUDIENCE
-WHAT DO THEY WANT
-WHAT ARE THEIR PRIORITIES
-WHEN DO THEY WANT
-HOW ARE YOU GOING TO IMPLEMENT EACH PROGRAM
-HOW WILL IT BE ADMINISTERED
-WHO WILL DELIVER THESE PROGRAMS
-WHAT IS THE COST OF IMPLEMENTING
AT MINIMUM LEVEL
AT MAXIMUM LEVEL
-AT WHAT PERIOD OF TIME
-WHAT IS THE TIMING OF EACH PROGRAM
ETC ETC
ONCE YOU HAVE THESE INFORMATION,
YOU CAN NOW CALENDERISE AND DEVELOP
THE SCHEDULE.
Sample Outline [for the total corporatewide program]
1.Introduction [ purpose of this program]
2. Scope of the Training Plan
3 .Organizational Entities
4.Responsibility/ management ownership of the program.
[mention T&D, department management etc]
5. Training/development Objectives
6. Training / development Policy
7. Corporate / Organizational Goals Supported
[ impact on the business]
8. Training / development Benefits
9. Strengths and Areas of improvements of the Organization
[avoid using term WEAKNESSES]
10. How Training Needs Are Identified, Verified, and Prioritized
11. Training Needs To Be Addressed
[ knowledge / skills etc]
12. Course / by Job Category
HERE , PREPARE A MATRIX
VERTICAL HORIZONTAL >>>>>>>>>>>>>>>>>>
COURSES...............JOB CATEGORY>>>>sales ! production!customer service etc etc
V V V VVVV
time management
supervisory skills development
etc etc
IN THE BOXES, ESTIMATE HOW MANY WOULD ATTEND THE COURSE
MY SUGGESTION IS
SPREAD THE PROGRAM OVER 2 YEARS.
TIMEWISE / FINANCEWISE/ TRAINING RESOURCEWISE, YOU CANNOT
MANAGE ALL IN ONE YEAR.
13. Course Descriptions
[ just 2/3 lines for each selected ones]
14. Planned Course Development/Acquisition Strategy
15. Estimated Development and Acquisition Costs
16. Course Quality Standards
17. Planned Delivery Schedule
18. staff Selection and Enrollment Procedures
19. Training Evaluation and Tracking
==============================================
NOW USE THIS CHECKLIST ,
TO PREPARE A TRAINING PLAN FOR
EACH COURSE / JOB CATEGORY [ take it from the matrix]
EXAMPLES
1.supervisory skills course / production supervisors
2.customer service skills course / customer service staff
etc etc
TRAINING PLAN CHECKLIST
1. An assessment of the current situation.
2. A statement of purpose, outlining what is to be accomplished.
3.Identification of the training needs.
4. A statement of planning premises -significant asssumptions,
constraints, and parameters.
5. A forecast statement of factors that might help or hinder
the end results.
6.Course Overview
7.Learning Outcome
8.Partcipants for this program
9.Program Benefits to the participants
10.Learning Techiques to be used
[workshop activities/problem solving exercises
training video / case studies/forum discussion/
role plays/simulations/ etc]
11. Desired behaviors are specified.
12.Desired competences are identified and specified.
13.Knowledge, skills, and characteristics desired are specified.
14. Constraints like time, budget and participants attitude are identified.
15.Participants' characteristics are identified / listed.
16. Training objectives are defined / listed.
17.Training program contents are outlined.
-identifying topic areas to be covered.
-specific concepts are listed
-key points are specified
-determining the emphasis required on each topic.
-sequencing the topics into a logical progression.
-establishing a learning pace.
18. Selection of instructor(s)
-in terms of scholastic records
-in terms of delivery skills
-in terms of personality
etc etc
19. Physical facilities
-location
-settings
-conference room [ size / layout /light/acoustics/ etc]
-seating arrangements
-case study rooms
etc
20. Conference room facilities
-equipments required
-stationery required
-dining / coffee room facilities
-writing materials
etc etc
21. Training Teaching materials
-training agenda
-trainer's manual
-participants' manual
-case studies
-role plays
etc etc
22. Training Methods
-lecture
-conference method
-management games
-case study
-senstivity training
-programed instructions.
23. Evaluation of training program
24. Training schedule.
25. Training Budget
================================================== ===
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
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