Follow these three tips to create an L&D plan that will ensure training initiatives are strategically aligned to the needs of the business and, as a result, will have a lasting organizational impact.
Let’s face it: The word “training” is a trap. Are we really in the “training” business? Why training? Do we want people to slavishly follow directions, or do we want them to be idea generators and problem solvers?
Managing training for a large number of learners, who represent different departments and different job roles, can be a difficult task. Creating training plans for each employee is the best way to make sure everyone receives the training that they need.