How to Write a Management Training Plan

Helping an employee develop the skills they need to succeed is part of any supervisor's job. Find out six key steps essential in creating a management plan.

Difficulty: Moderate

Instructions

Things You'll Need:

• Internet access Communication skills Paper Pen

How to Write a Management Training Plan

1. Assess the need. Is the training for an individual or for a job position? For example, is Charlene an excellent accountant, but lacks the communications skills that will help her get the promotion to senior manager? Or, is it a case where each new supervisor needs to receive human resources training? Understanding this difference will help you develop the most appropriate program.

2. Know the training budget. Have you been given the corporate checkbook and told to do what you have to do, or have you been told to make this work, but don't spend any money? Having a clear idea on what the company's monetary investment is on the front end will save you time in your search.

3. Research training resources. Depending on the need and budget, you can find---or develop the program tailored to your employee(s). Here's where you can be creative. A number of companies, such as Fred Pryor offer courses for technical and supervisory training. But also consider classes at community colleges, volunteer opportunities, project assignment, job shadowing and mentoring as alternatives as well.

4. Write down the goals of the training. In order to be effective, it is essential to write down the purpose of the training, the specifics of the training, how long it will last, what the outcome is expected to be, and how it will be measured. It is important to be clear in this description because this will be used as the basis of further performance evaluation.

5. Communicate the plan with the employee. For many managers, this is the tricky part because you have to inform an employee that they have an area of weakness that needs to be addressed. By conveying the importance of the training, and emphasizing a positive outcome, you are more likely to get their participation.

6. Evaluate the results. At the end of the training period, evaluate the changes. Compare the new behaviors or results to the expected ones. Depending on circumstances, your employee may need further training.

Tips & Warnings

• Get the employee's input on how she or he would like the training to help.
• Make sure the results are quantifiable or measurable.