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   How to Develop a Training Strategy

   Training that Counts

An Overview

Too often, training and its success in an organization is measured by the number of training sessions given and the number of people in the seats. This inadequately represents the value of training in an organization. Training needs to focus on improving the current performance in an organization, as well as ensuring that skill sets exist amongst employees for future competencies required by the organization.

Below is a graphic representation of all the content areas tackled in this article in order to answer the question of how to construct an organizational training and development project.


What is a Training Strategy?

A training strategy is a

    action planning document 

for training and development in an organization that requires implementation to achieve success.

It is a blueprint that needs to support the optimization of the human resource capital in the organization. It is essential that the training strategy is aligned to the organization's strategy and enables its vision to be realized.

Why have a Training Strategy?

Many points can be put forward in favor of why you need a training plan. The most compelling though rests in the results of a recent study of 3,000 companies done by researchers at the University of Pennsylvania.

They found that 10% of revenue -

spent on capital improvements, boosts productivity by 3,9%
spent on developing human capital, increased productivity by 8,5%

What are the Components?


How are they Created?


Training needs

How are they Implemented?

    A strategy designed but not implemented is worthless 
    In order to bring about the best results for the training strategy, the training products or services need to be marketed and promoted by manipulating the following: 




  Keep training cutting edge and future focused. 
  Make sure there is practical transfer of learning. 
  Put a development support network in place. 
  Ensure alignment to quality standards. 



  Commit to a core training value system. 
  Create a slogan or tagline to brand your training. 
  Bridge the gap between perception and reality. 
  Give your training a personality and a brand. 
  Remember, your customers want to know, "What is in it for me?" 
     Price   Cost the training accurately. 
  Calculate the value received. 
     Place   Decide between on-the-job, classroom, distance learning, web-based or virtual training. 
  Access, location, and distribution are key to consider. 


People's needs

  Establish what your customers want and need. 
  Ensure your customers know the training is meeting their needs. 
  These needs provide a base for decisions in all other areas. 



  Establish roles and responsibilities. 
  Action the T & D strategic plan. 
  Monitor and evaluate progress. 
  Make adjustments where necessary. 

A checklist for your Training (T & D) Strategy

Below is a practical list of activities that you need to consider if you want to have an integrated, aligned and comprehensive training and development strategy.

The Sergay Group can assist you with your Training Strategy.

Alignment  Is the T & D strategy aligned to the organization's vision and strategy? 
Is the T & D strategy aligned to the organization's Human Resource strategy? 
Has provision been made for the organization's future competency requirements? 
Focus  Does the organization have an up-to-date T & D policy? 
Is there an end goal(s) or objective(s) to the T & D strategy? 
Have key assumptions for the strategy's success been highlighted? 
Are specific measurable targets, aligned to the end goal(s), established? 
Are all systems available to implement the plan? 
Will a culture of learning be built by the strategy? 
Integration  Is development planning and monitoring integrated into the performance management process? 
Is talent management taken into consideration? 
Does mentoring form part of the strategy? 
Is career planning addressed? 
Are succession planning and career pathing dealt with? 
Are equity and diversity integrated into strategic actions? 
Are accurate needs assessments involved? 
Is communication with line managers included in the plan? 
Does the plan consist of all the necessary what, how, who and when components? 
Are appropriate training opportunities provided for? 
Is ownership for development placed in the hands of every individual employee? 

Key Points to Remember

    Plan for learning 
    People and organization needs are at the core 
    Participation is crucial 
    Position the strategy 
    Produce the appropriate learning opportunities 
    Plot the progress made 
    Promote the results 


The Sergay Group offers training and development that will improve performance in your organization;

Employee Training and Development Courses to Enhance Skills

HR Management Training Courses

Leadership Development Courses



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