Insights & Case Studies
Planning a Workplace Training Programme
Training is easier to plan when the need is clear. Before choosing a course or delivery method, take time to understand what your people need to do differently and what support they will need to apply the learning.
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Start with the task
Identify the work that needs improvement. A precise statement such as “prepare a consistent monthly report” gives you a more useful starting point than a broad request for “computer training”.
Understand the starting point
People in the same team may have different levels of confidence and experience. Discuss what learners can already do and where they need help. That information can guide the pace and grouping of the training.
Make time for practice
Learning a concept is only part of the process. Consider when participants will practise and how they will use the learning in their work. Useful examples and access to the relevant tools make that practice more meaningful.
Agree the delivery arrangements
Check the schedule, venue or online access, equipment and responsibilities. Confirm who will communicate with participants and what they need to prepare before the first session.
Decide what progress looks like
Agree what you want to review after the learning. This may include a practical activity, feedback from participants or an example of how a task is being completed. Choose an approach that fits the purpose of the intervention.
Keep the conversation going
A short follow-up discussion can help identify where people need more practice or support. Use that feedback when planning the next stage of development.
Planning training for your team?
Tell us about the work, the learners and the outcome you want to support.
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