Categories

Learning & Development – Training Plans

Learning and Development - Training Plans

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Blueprint Summary

Companies use Training Plans as a means to consolidate all the various sources that indicate different interventions into one “master document.” Having one overarching document allows for the data to be tracked, managed, updated and reported on correctly and in a streamlined fashion. Elements of various quality management systems also utilize training plans.

By consolidating all applicable sources of training, the Training and HR Department can realistically plan, cost and monitor each individual intervention. Monitoring training attendance, whether the relevant documentary evidence has been captured or stored, logistics pertaining to the training in terms of provider accreditation detail, whether the respective delegates were deemed competent after the intervention- all of this and more gets added to the training plan, depending on stakeholder needs.

Despite having departmental training plans, WSPATR Documents, Compliance Training Schedules, Succession plans and a host of other learning and development related information sources, the strategic stakeholders of any employer can benefit from having one amalgamated document that assists with the actual planning of training.

Process flow

Process Specification

Process Owner

Stakeholder(s)

Recording Requirements

Storage Requirements

The person that is accountable for this specific process.

All parties that have a vested interest in this process.

Requirements that need to be recorded during this process. What, How, Where.

Requirements that need to be reported on during this process. What, How, When, Where.

Reporting Requirements

Audit Requirements

Notifications

Reminders

Requirements that need to be stored during this process. What, How, When, Where.

Requirements that need to be met in to comply with Auditing Regulations.  What, How, When, Where & Type of Audit Requirement.

Any Notifications that need to be Generated and/ or Actioned During this Process.

Any Reminders that need to be Generated and/ or Actioned During this Process.

Transparency & Communication

Knowledge & Skills

System

Workflows

 Any Transparency, Communication & Distribution Requirements needed for this Process.

 Any Knowledge & Skills required to successfully complete this process.

Links and Process within a system that directly relates to this Process.

Are there any Workflows that drive this Process? This can be Manual or NFE Workflows.

Legislation & Governance

Templates, Forms, Guides and Work Instructions

S.A. Board for People Practices

Any Legislation, Bodies, Processes, Policies that Govern this Process.

Links to Templates, Forms Guides and Work Instructions that are either to be used for application or as Guidelines to meet minimum requirements for this Process

Does this Process Align with SABPP. This can either be Fully, Partially or Not at All.

The Process

Inputs are all of the Elements deemed necessary to complete the process successfully.

  • SDF Identifies various Education, Training and Development initiatives listed amongst the HR and Training Departments.

Tasks are the Step-by-Step Actions to be taken to complete the Process.

  • Completed Training Plans

Companies use Training Plans as a means to consolidate all the various sources that indicate different interventions into one “master document.” Having one overarching document allows for the data to be tracked, managed, updated and reported on correctly and in a streamlined fashion. Elements of various quality management systems also utilize training plans.

By consolidating all applicable sources of training, the Training and HR Department can realistically plan, cost and monitor each individual intervention. Monitoring training attendance, whether the relevant documentary evidence has been captured or stored, logistics pertaining to the training in terms of provider accreditation detail, whether the respective delegates were deemed competent after the intervention- all of this and more gets added to the training plan, depending on stakeholder needs.

Despite having departmental training plans, WSPATR Documents, Compliance Training Schedules, Succession plans and a host of other learning and development related information sources, the strategic stakeholders of any employer can benefit from having one amalgamated document that assists with the actual planning of training.

  • SDF Identifies various Education, Training and Development initiatives listed amongst the HR and Training Departments.
  • SDF Amalgamates all lists into one single list.
  • SDF meets with HR and Training Department to identify quality management systems and other applicable parties applicable to the nature of information to be logged.
  • SDF Generates headings and consults with all stakeholders to ensure that headings identified will afford enough information to achieve all aspects of previously identified compliance and governance needs.
  • Training Department populates Master Sheet populated with current planned and completed information, i.e. Costs, Competency Achieved.
  • Training Department ensures activities adhered to and updates Training Plan Document on a routine

END OF PROCESS