{"id":2778,"date":"2023-07-11T11:14:34","date_gmt":"2023-07-11T10:14:34","guid":{"rendered":"https:\/\/sepri.pt\/noticia\/6-steps-to-create-your-companys-training-plan\/"},"modified":"2023-07-11T11:14:34","modified_gmt":"2023-07-11T10:14:34","slug":"6-steps-to-create-your-companys-training-plan","status":"publish","type":"post","link":"https:\/\/sepri.pt\/en\/noticia\/6-steps-to-create-your-companys-training-plan\/","title":{"rendered":"6 steps to create your company’s training plan"},"content":{"rendered":"

Vocational training<\/a> is a lever in the qualification of company employees, allowing them to acquire new skills, which are very important in the face of market competitiveness and business evolution.
\nIn addition, the Labor Code<\/a> stipulates that it is an obligation for companies to provide their employees with a minimum of 40 hours of<\/strong> professional training per year<\/strong>. <\/p>\n

What is the training plan?<\/strong><\/h3>\n

A company’s training plan<\/a> is a strategic set of training actions designed to develop employees’ skills and knowledge according to certain objectives.
\nThe training plan can cover a variety of areas<\/a>, depending on the company’s specific needs.
\nThis can include technical training to improve specific work-related skills (for example, manual handling of loads<\/a> or driving forklifts) or it can cover socio-behavioral areas, such as time management, conflict management and assertive communication, among others. <\/p>\n

Who draws up the training plan?<\/strong><\/h3>\n

The training plan can be drawn up internally, by the company’s human resources, or it can be developed in partnership with external companies such as SEPRI, which is a DGERT-certified training provider.
\nIt is usually based on an analysis of employees’ current skills and the organization’s future needs. <\/p>\n

6 Steps to implement the training plan<\/strong><\/h3>\n<\/p>\n

1-     Diagnosis of needs<\/strong><\/p>\n

Carry out a diagnosis of the company’s training needs.
\nIdentify existing competencies, gaps and areas that need to be developed in order to achieve organizational objectives.
\nThis can be done by questioning employees, analyzing performance appraisals or analyzing other types of data.
\nA training provider like SEPRI can help you diagnose your company’s training needs. <\/p>\n

2-     Definition of objectives<\/strong><\/p>\n

Based on the needs assessment, establish clear and specific objectives for the training plan.
\nThese objectives should be aligned with the company’s strategy and goals, seeking to correct identified shortcomings and boost employee development. <\/p>\n

3-     Program planning<\/strong><\/p>\n

Develop a detailed training program plan.
\nIdentify the topics to be covered, the crucial syllabus, the most suitable modalities (face-to-face, online, e-learning) and the implementation schedule.
\nAlso consider the availability and preferences of employees.
\nFor example, is there training that needs to be given in English?
\nWhat is the best schedule?
\nWhat is the company’s financial capacity to invest in the training program? <\/p>\n

4-     Selecting resources and suppliers<\/strong><\/p>\n

Identify the training resources needed to carry out the plan.
\nThis may include using an external certified training provider who can provide you with answers to the various topics in the training plan.
\nSearch for reliable suppliers and evaluate their proposals, taking into account quality, cost and suitability for the company’s needs. <\/p>\n

5-     Program implementation<\/strong><\/p>\n

Put the training plan into practice according to the established schedule.
\nIf you have enlisted the help of an external training provider such as SEPRI, at this point you can benefit from scheduling the training for your employees and sending out the invitations to attend.
\nThis way, you won’t have to worry about managing the implementation of the training program: we’ll take care of your employees’ training from the start, through to monitoring, evaluation and certification. <\/p>\n

6-     Evaluation and monitoring<\/strong><\/p>\n

Regularly evaluate the results and impact of the training program.
\nMeasure employees’ progress against the objectives set and check that the desired skills are being developed.
\nBased on these evaluations, make adjustments to the training plan if necessary and identify opportunities for continuous improvement. <\/p>\n

Remember that the successful implementation of a training plan requires the involvement and support of leadership, clear communication with employees and constant monitoring of progress and results by trainers and the training manager.<\/p>\n

Advantages of having the training plan<\/strong><\/h3>\n

For companies<\/strong><\/p>\n