How to Create an Annual Training Plan

Every small business needs to ensure that their employees understand what it is they are able to do and how they are to do the duties and responsibilities that are listed in their job descriptions. Although it is never an easy thing, this has to be done so that the company can meet its goals.

So, whenever a new business year comes around, companies have to come up with a training plan that will allow their employees to reach their new smart goals. This article is going to focus on how you are going to create an efficient annual training plan for your company.

How to write an annual training plan

Every time a new business year starts, there are a lot of things that employers have to think about. They have to think about the needs of the company for the new year and how they should go about meeting them. Because of this, they need to make sure that their employees understand what it is they have to do for the new business year, and that means creating a training plan. So, here are the things that you need to consider when you decide to formulate the annual training plan for your business:

1. Understand what your annual training plan needs are

You need to be able to understand what it is that your company really needs before you can come up with a training plan. There are a lot of employers who have made the mistake of formulating an annual training plan by focusing on just one or two minor problems that the business can take care of easily. If you are going to create an annual training plan, then you do not just think about the problems of your company, you also assess what it is that the company should improve or capitalize on in order to achieve success in the industry. If you are able to figure it out, then there should not be any problems in formulating a training plan that will help you meet these needs. By doing a training needs assessment, you will be able to evaluate the current situation of your company and figure out what needs to be changed and what needs to be strengthened to guarantee your company’s success.

Assessing the needs of an annual employee training is a four-step process. Those steps are:

  • Identify all of the goals that the training plan has to meet once the employees are able to complete the training program
  • Determine all of the tasks that employees will have to do for the current year so that they will be able to reach the new goals that have been set during the training program
  • Determine all of the different activities, tests, hands-on experiences, and even research tasks that your employees will have to do so that they will be able to better understand how your company goals can be met
  • Determine how your employees are able to learn in the most effective way possible as this is what can help you create a good training plan

2. Develop the learning objectives

While you are thinking about what you should put in your annual training plan, you also need to be able to formulate a list of learning objectives. These learning objectives are a list of things that your employees must do once they are able to complete your annual training program. So, as soon as you start creating an annual training plan, you have to make sure that its primary focus is how your employees are to meet your company’s goals and nothing else. If you have any tests, activities, case studies, or exercises which your employees will need to take part in during the training, then you have to be sure that they are all used to evaluate if your employees understand how they should go about meeting your company’s goals. You may also like free plan templates.

3. Design the training materials

Next, think about the training materials that your program is going to need. With these materials, you can help make sure that your training is one that is effective in teaching employees what they need to do for the current business year. So, when you are designing your training materials, here are the following points that you have to keep in mind:

  • Before you move on to anything else, you have to think about how you are going to develop the training materials.
  • Your main focus should be on what your employees need to be able to do and not what is convenient for them or for their trainers.
  • Your training plan should only contain content that is directly related to the objectives of the training program that you want to create.
  • You want your employees to engage in as many hands-on experiences as possible as this will get them more engaged with the training rather than having them just listen to lectures.
  • Do whatever you need to so that the employees who are participating in the training program will properly communicate with the trainers and vice versa.
  • Be sure that there are plenty of opportunities for your employees to provide feedback about your annual training program.
  • Do not overwhelm your employees with tons of training materials. It is best that you break them down into different sections so that they will be able to understand things easily.
  • Be sure that your training materials are arranged in a manner that will help ease your employees into the learning process.
  • Try to figure out the best method by which all the participants in your training program will be able to understand what the company objectives are and how they should go about sample meeting them.

4. Develop your training materials

When you have decided on the kind of training materials that your annual training program is going to make use of, then the next thing for you to do is to develop these materials. You have to guarantee that these training materials are developed properly as they are what are going to be used to share information with your employees and it will help them meet the needs of the company. You may also like strategic plan templates.

While it is not necessary for you to use various tools such as Microsoft Office programs, you have to think about whether or not the ones that you have chosen best suit your training program. You can decide to make use of just one tool or you can use all of them. The important thing is that you are able to use them in an effective way. You may also see plan templates in excel.

5. Implement the training

This is the part where you inform your employees that they will be required to attend the annual training program. Remember that you cannot just spring this kind of thing on them out of the blue. So, you have to inform your employees in advance that they will have to take part in the annual training program. This way, they will be able to free their sample schedules by finishing all of the work that they have to do ahead of time, as well as take care of their personal matters to ensure that they can attend the training.

If your training includes an on-the-job skills-based component, then you have to ensure that you know exactly what your employees need to do in order to demonstrate competence during the training. This is something that you have to define in advance while you were creating the learning objectives of the training program. Be sure that these are clear enough for your employees to understand. You may also like plan templates in PDF.

6. Evaluate the training

After the annual training program is complete, you have to learn just how effective it was in teaching your employees what they need to learn. There are many different ways you can do this. A good example is that you may go for the direct approach and ask your employees about their opinions regarding the annual training program. Another would be handing them out employee surveys that contain the necessary questions that will help you get the information that you need. With the surveys, it is best that you give them the option to remain anonymous as that will give them more of an incentive to provide you with truthful answers. With all of the information that you are able to gather, you can use it all to understand what needs to be done to improve the next annual training to gain better results.

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