How to Plan for Training in Human Resources Management
Training is one of the most important responsibilities of the Human Resources Management Department. Not only is it critical for employees to have the knowledge, skills, and abilities to do the job, but training is an area that is targeted by EEOC laws and regulations. Therefore, Human Resources managers must apply training in a fair and equitable fashion. Some training is provided internally, while other specific training may be provided externally by experts in the subject.
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Things You'll Need
- Training needs analysis
- List of important knowledge and skill gaps
- Research into types of training available
- Prepared training materials
- Training space and equipment (overhead projector, computer, graphics software, handouts, manuals)
- Training evaluations
Instructions
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Plan for Training
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1
Conduct a needs analysis in each department to gather information about the necessary skills and knowledge required for each job and how well the employees are performing the job. Supervisors of the departments can provide information regarding performance appraisals and perceived training needs. Needs analysis can be done with surveys and questionnaires.
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2
Compile a list of knowledge and skill gaps from each department. It is advisable to schedule a meeting of the department supervisors to discuss the list and add any additional requirements at that time. Some companies form employee committees to discuss training gaps from their perspective.
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3
Research the types of training that are available. Some companies have internal training departments with skilled trainers who can deliver various types of training. Some specialized training such as safety or technical skills training is conducted by external training companies that employ experts in the subject. Budget considerations are always a priority and must be considered.
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Design and develop the necessary training materials if to be conducted internally. Materials should be relevant to the necessary knowledge and skills needed with the objectives clearly defined. Have a least one practice session with supervisors to refine timelines and evaluate appropriate learning. If external resources are used, request a practice review as well.
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Arrange for training room, equipment, and materials in advance. Send out communication regarding the dates of training, length of time for training, and the employees involved in time for arrangements to be made to cover various jobs that may be idle during the employee's absence.
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Tips & Warnings
Evaluate your training materials and instructor.
Do a 90-day and six-month check-up on employees to see what learning has taken place.
