In many companies, training plans are neglected because they are seen as an additional expense that does not generate value for the organization. However, this strategy represents a crucial investment in human resources, and it is one of the main sources of employee wellness.  

According to an article by Eliquo Training, 87% of survey respondents expressed that learning opportunities are a vital component of job satisfaction. Additionally, millennials highly value this benefit and take it into account when selecting a job offer.  

To help you face this challenge, in this article, we'll analyze the advantages of training plans and give you some tips to help you implement them.  

What are the benefits of training plans?

Creating a good training plan, besides boosting employee morale, also helps them to keep up to date. For this reason, many companies have decided to increase their investment in this strategy by 32%.  

Although the objectives of these programs vary according to the needs of each organization, in general, they all seek to:  

• Integrate employees into the organization's processes.  
• Promote the learning of technical and behavioral skills.  
• Help employees to perform satisfactorily in the specific functions of their position.  

Another important fact is that by training your employees, you can also reduce external consultants' costs. Likewise, it helps staff to better identify with the organization's objectives.  

Steps to organizing a training plan

1. Identify areas that can be improved

You must identify with the Human Resources team the skills that are lacking in your team or the knowledge they need to improve. This information will help you create training programs focused on your organization's objectives.  

In this phase, it is also critical to know the profile of your employees. It allows you to create a dynamic training model that fits their needs.  

Similarly, you should adjust the teaching techniques according to the type of learning that predominates in the team. As a result, you'll be able to optimize the time invested in this strategy.  

2. Select the topic of the training plan

If in the diagnostic phase, you identify several needs in your team, you must establish a priority order to implement the training plan.  

During this step, we recommend that you keep the order of urgency, and based on that, organize the training program chronologically. This way, you will be able to keep a hierarchy of your needs and ensure that you will cover all the topics.  

3. Define your objectives  

Before elaborating on the training plan, you must determine the purpose of implementing this strategy and establish final evaluation mechanisms.  

To evaluate the results, the objectives must be clear and measurable. This way, you can better manage the expectations of each program and facilitate the results reporting.  

Also, you must share all this information with the rest of the team. Thus, all be aligned and you'll reach your objectives faster.

4. Create the training plan

The better structured your training plan is, the easier it will be to achieve your goals. To do this, your program should include the following points:  

Content: Create an outline with the topics developed during the activities. You can also detail the skills to be acquired.  

Training techniques: Establish the teaching model you will use and the mechanisms for skill acquisition.  

Timeline: Create a schedule with the date and time of each activity.  

Audience: Establish the target audience for the training plan.  

Human talent: Contact the trainers and personnel needed to deliver each activity in the program.  

Material resources: Create a budget for the training plan and identify the structure available to carry it out.  

5. Execute the training plan  

At this stage, you have everything you need to implement your training plan. Now all you have to do is observe the participants' performance. Keep in mind that anomalies or setbacks serve to make adjustments and polish this strategy.  

Similarly, analyze all the teaching methodologies you can apply and explore the ones that best fit your program. Here are some examples:  

• Games.  
• Role Play.  
• Projects.  
• Formal classes.  
• Dramatizations.
• Case studies.
• Audiovisual content.  
• Pre-recorded lectures.  
• On-the-job training.  
• Rotation of employees between departments with different job titles.  

When executing this strategy, try not to make last-minute decisions and be prepared for the unexpected. For example, you can:  

• Have a substitute teacher on hand, in case one is missing.  
• If you are going to hand out printed material, make a few extra copies for employees who sign up at the last minute.  
• Plan an extra group dynamic, in case you need to break the ice.  
• Prepare a couple of extra activities and leave them as a backup. This will help you if the group moves through the program faster than expected.    

6. Evaluate the results  

To know the effectiveness of your training plan, you can use quantitative instruments to know its impact. We also recommend that you be realistic with your expectations and flexible with the program's evaluation criteria.  

When evaluating your results, keep in mind the initial purpose of the program:  

• Did sales improve by what percentage?  
• Did they receive good feedback? Did the quality of customer service improve?  
• Does the Sales Team use all your CRM's features?
• How much did your website conversion rate grow? Did lead acquisition improve?
• Did communication among your employees improve?  

If you want to know the team's perception of this program, you can use the following techniques:  

• Create a form to measure the level of satisfaction.  
• Set up a suggestion box for future programs.  
• Use evaluation instruments to find out if there was a change in behavior after attending the training program.  

7. Certify and close  

After participants complete the training plan, you must provide them with a certificate. At this stage, you should also prepare a report that includes:  

• Results.  
• Period of validity of the certificate.  
• Elements that can be audited by external control bodies (if applicable).    

You should also include this information in each employee's records to keep track of their performance. A human talent management tool can help you in this process of employee development and training.

At GB Advisors, we can help you implement tools like these to streamline your business processes. We have a group of experts that will guide you step by step so that these systems work correctly, and you can get the most out of them.

What are you waiting for? Contact us today and receive a free consultation.