Planning for Training
Training is most effective when the goal of the training is aligned to achieving the goals of the organization.  Proper planning for training should consider the quality challenges of the organization, the required skills to solve the problems, the current skills inventory of the organization's employees and the prevailing climate for training in the organization based on the record of past programs, and more (summarized from the BoK CME/OE). When all of these considerations are put together, then planning for training can begin.  Planning for training should be like the planning done for a project or for a job: identify the need, budget, approval, deliver, evaluate, etc.  It seems in today's fast-paced and instant gratification world that training has become more reactive, (i.e., we have a conformity or compliance issue: we send someone for training, we have a Corrective Action: we send someone for training), and I understand there may be a time for that, but my question(s) is: Do companies still proactively conduct a training needs analysis or a deficiency analysis when planning for training? Do they plan for how the results can be monitored? Has the critical planning step been left behind? What does your company do to plan for training? 
3 Replies
Hi Susan Gorveatte‍ 

With the wide selection of virtual and online training options, companies are not sending people for training but they are providing time and access to take online training as part of the regular work assignments.

The needs analysis starts with the business model and capabilities needed to serve the customers.  This is mapped against the current personnel, and training is prioritized to address any gaps or enhance current capabilities.

There is also a qualification step to vet the training and distinguish good from bad.  It is important to have credible providers who offer valuable and relevant outcomes.

I agree that planning for training is constructive and a proactive approach is more cost-effective than responding to deficiencies.
Thanks Dan, there is definitely an increase in remote training vs on site training these days.  I am loving the virtual options and these options are certainly a time and money saver for organizations.  I like your comment to vet the training provider an important.step in the planning process for sure.  
I came from a small company (less than 40 people), so we didn't have a lot of the resources that larger companies have.  As part of the annual employee review, we did a review of each person's training needs.  If a person's job requirements changed, we did an analysis then as well.  The best we could do for monitoring results was to include a training review in the annual review, unless there was an obvious problem (co-worker or customer complaint).  It was not ideal, but it was the best we could do.