This is a first for you: you have just finished your performance evaluation meetings. The conversations were rich and many employees shared their training needs and their interests in developing new skills. Now that you have this information in hand, what are your next steps? Here are some ideas that will allow you to obtain real added value through planning:
Define your needs
Start by defining your needs related to the knowledge, know-how and interpersonal skills of your employees. State the current situation as well as the desired situation. It is possible that certain requests collected from employees are not aligned with your strategic orientations. Prioritize according to your own organizational needs and remember to budget. Training is an important monetary investment and regulated by the Skills Act. It therefore deserves to be carefully studied.
Create a training plan
Once you have clearly determined the skills to be acquired, bring all your data together into a detailed training plan. This will include training chosen according to the roles and responsibilities of your different positions, the organizational needs and the interests of each employee. You will then be able to create a targeted development path adapted to your reality. This training plan is also a powerful strategic tool in terms of “employee experience”. and attracting new talent.
Seek to innovate
There are many learning methods available: theoretical courses, practical workshops, mentoring, webinars, conferences, but what else? Integrate group activities, which raise awareness, with a plan for collective success. Think about corporate coaching, strategic workshops or even co-development activities. It is important to develop your resources individually, but the collective aspect also plays a key role in the success of a business.
Deploy your program
That’s it ! You are ready to put your plan into action. Take the time to present this to your employees. They are the main players in your training plan, after all! They must therefore know it, understand it and adhere to it. The success of your approach depends on it. However, remember that your training plan is scalable. It could therefore require changes and even a new deployment. Stay tuned, new priorities may emerge at any time. Happy planning!
Author
Organizational development consultant
Specialized in human resources
