When we speak about training, this is to teach an individual a particular skill or behavior which is usually for that person’s best interest. Training can come in different forms and is widely used in almost all aspects of life. For example preparation for an activity such as a sports event or as a part of your daily regime to lose weight. Or perhaps in business, training is conducted for various reasons to help employees with their career and skills development or to provide further knowledge in terms of health and safety management. To maximize the level of learning for each training program, a training action plan would help create a list of steps and procedures to ensure its eventual success. Read more about this in our article below. And don’t forget to check out our free training action plan samples that are available for download on our page.
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What Is a Training Action Plan?
Training programs are initially developed by professional trainers, mentors, supervisors, or even by the HR department. A training action plan is initiated prior to the training intervention so that everyone who can support the transfer of learning is involved from the beginning. With an action plan, you will be able to identify the areas that are in need of training and development, list down a set of tasks to achieve the training goals, and how to measure its progress. This is most important for workplace-related training activities which involve health and safety, career development, and other employee training programs. But of course, it can be particularly useful in other aspects such as wellness programs. Either way, action plans when effectively implemented in training, can help learners plot the way forward and develop their commitment to implement the learning.
How To Develop a Training Action Plan?
The main purpose of training is to help an individual change or develop something whether this is to further enhance a skill, knowledge and behavior or to teach a group of people the importance of a particular subject and put it into action. Although not everyone is too keen to change after training programs are implemented, one of the perennial problems training faces is how to link what people learn in training to actually doing things on the job. Action plans, are part of the answer for linking training to performance, and they can be done in lots of creative ways, but have specific ingredients to be effective. To successfully develop a training action plan, here are several tips to help you with your planning:
I. Training Assessment
Determining what kind of training program an individual or a company may need will affect how you shape your action plans. You need to be able to assess different areas in the organization. One helpful way is to gather information from the different company departments as they might be able to impart valuable data regarding their employee’s work performance. If you are a wellness trainer, then talking to your client is a good way to assess what kind of fitness training programs are applicable.
II. Creating an Action Plan
Once you have those training programs in mind, then the next step is to create a training action plan. Here are several areas you should consider while developing those action plans:
- Learning theories – include elements of observation, extraction of ideas, decision-making, and reflection.
- Instructional design
- Whether to hire an instructor, trainer, or another professional who is knowledgeable about the subject of the training program.
- Identify clear responsibilities for learners, supervisors, co-workers, and trainers.
While developing the program, the level of training and participants’ learning styles need to also be considered. In some cases, companies pilot their initiatives and gather feedback to make adjustments well before launching the program company-wide.
III. Time Schedule
When conducting a training program it is important to develop a specific time schedule for completing activities. This is to help manage the time allotted for the training as well to see to it that everything has been effectively covered.
IV. Actions To Implement After The Training
Make it a planned activity at the end of training that, once completed, they have to share with someone else in the class and/or participate in a debrief discussion on their plans before doing the closing, the evaluation, and gathering materials to depart.
It is important that even after the training to follow-up learners or employees if what they have learned has been implemented into their daily activities. Trainers should always share with the participants’ supervisors/managers a high-level overview of the content covered and examples of changes in behavior the supervisors should see so that they can follow up with their employees.
VI. Evaluate and Revise
Feedback from employees or managers can help attest if the training programs have been effective. Analyzing this feedback alongside an employee performance review will allow the organization to identify any weaknesses in the program. At this point, the action plan can be revised or re-assessed if objectives or expectations are not being met.
What Are Training Programs?
These are educational and useful activities that are designed to equip employees with knowledge and skills to become better professionals.
Why Is Training Important?
Training and development are important most especially in companies to strengthen the skills your workforce does possess as well as to build up knowledge where it is lacking.
What Is Career Development?
Career development is referred to managing one’s career in an intra-organizational or inter-organizational scenario
Training is a make or break for every individual who is in the process of learning or developing a new skill or knowledge. This all boils down to how well trainers are able to implement and teach their students or employees. So make sure to develop an effective and detailed training action plan to be able to cover all important areas to ensure the success of a training program.
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