Training strategy

Training Strategy- The purpose of the Training Strategy is to define the overall context for training, including who should be trained, what they should be trained in, when the training should take place, etc.

In many respects, this is the most important part of the training process, since all future training decisions will be made within the overall context of the strategy. The basic parts of the training strategy are as follows.

  • Training overview. Outlining the training overview will provide the team with insight into the various methods that will be used to introduce this new system to the user.

    Also, the overview will provide the level of effort needed to complete the necessary training

  • Training objectives. Determine the key objectives of training program. These objectives should focus on the end result of the training, not on building the training
    classes themselves.

    For instance, two objectives might be project managers muto adequately define their projects, and communicate their work through the creation of Project Definition.

    Functional managers must be able to perform a quality assurance role, and know how to independently determine the status of projects in their organization. The objectives should describe the kind of performance that is expected as a result of mastering the skill.

  • Overall scope. Define the scope of training. This scope should define the organizations that will be involved, the types of people that need to be training, the types of training to be offered

  • Delivery alternatives. Discuss the different options that will be considered. For instance, if you will only look at internal instructor-led classes, state so here. If you will consider external classes, note that here as well.

  • Approach. This section includes the basic types of training opportunities to be offered,the intended audience for each, and any training prerequisites. Given your objectives, priorities and overall scope, you should be able to describe the general approach to building the curriculum.

    For instance, from a timing perspective, it is always better to take training close to when you have an opportunity to apply to new skills. If there are multiple classes to offer, describe whether the order of the training matters.

  • High-level cost. Estimate the cost of training at a high-level. This is more important in the Training Strategy since there may be other organizations and other companiesinvolved. Training is important, but can also be costly, so a high-level estimate of cost should be identified and agreed to.

Training technique


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