The actions you take to address the training needs of employees may not
only affect the success of your current change initiative, they can also affect
the success of future initiatives. When you help employees feel confident
they can master the skills required to support the current change, they
develop a more generalized sense of readiness and willingness to support
other changes that may come in the future.
You can summarize your training plan in a simple Word document or Excel
spreadsheet. If your organization has a different format in place to create
training plans, it's fine to use it. Be sure your training plan identifies the
target audience, training objectives, summarizes how/when training will
occur, and identifies who is accountable for ensuring training is developed
and delivered.
Target audience - by reviewing the project charter, stakeholder analysis,
project plan, and related documents, you've begun to identify all the various
stakeholder groups that will be affected by the change...in other words, you
have a sense of which stakeholder groups will need to develop new
knowledge, skills, and attitudes to do what's expected of them.
Objectives - create learning objectives that summarize what each
stakeholder group should be able to know/do when they have completed
training, tailoring objectives to the unique needs of each stakeholder group.
Make sure training objectives don't just focus on teaching employees how
to perform tasks, your training also needs to address what employees think
and believe about change.
Training Program and Method - How will you structure programs and
activities to address the training objectives you have set?