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Training ManagementTraining management begins with your organization's strategic plan, your office's work plan for the year, and your workforce or succession plan. Begin by answering the following questions:
Team leaders, supervisors, and managers also can add questions of their own. The organizational and workforce questions are a framework you can use to evaluate employees' Individual Development Plans (IDPs) and to structure three specific outputs for each:
IDP instructions provide a starting point for the skills assessment discussion you'll need to have before finalizing your IDP. Supervisors and managers can suggest or require training that will support work objectives or improve a specific element of an employee's performance. IDP instructions can be found at Getting Started with Your Individual Learning Plan. Once finalized, IDPs need to be combined into a training plan that balances training needs and opportunities with work demands. For example, a Headquarters budget office is very busy from November 1 through January 30, so scheduling a two-week training session for an employee during that period may not be appropriate. You can complete a basic training plan with the following guide: Training Plans. Page last updated: 01/15/2010 |