Every organization needs a strategy around training employees. A training strategy provides a number of benefits. A training strategy enables for learning and development or human resource professionals to link training to organizational goals and to show the value of investments in training programs.
A training strategy also helps to ensure that the right type of training is provided to the right employees at the right time – when they need the skills and knowledge to help move the organization forward.
When developing a training strategy, consider these key questions to be answered:
- What are the short term goals of the organization (2 – 4 years)
- What are the long term goals of the organization (5+ years)
- Where can employees fill in the gaps now, and later, if only they had the skills?
- What are current and future workforce skills needed?
- What are future leadership needs (who will be retiring?)
- What employees are potential leaders and what will they need to be effective leading in the organization?
- Where is the business struggling? What challenges, or business problems, need to be solved?
- Where are employees struggling to meet organizational needs?
While certainly you can put training programs on a schedule for employees, or send them out to public training; think about how much more effective that training can be if you have a strategy behind it.
Need help developing your training strategy? Contact Abudi Consulting Group and learn how we have worked with a variety of organizations to develop training strategic plans that get the support of and funding from the executive team.
