Training plan

Training plan for organizational development

Symbol provides consulting in the areas of organizational development, continuous improvement, quality management and change management. We guide organizations in developing and realizing their improvement strategy. For this to be successful, it is important that employees have the right knowledge and skills. Developing a sound training plan is therefore essential.

The training plan describes how the organization handles training and which employees are trained when and for what. The starting point of the training policy plan is to know what the target group needs to know and be able to do. In other words, what skills, attitudes, knowledge and abilities should they possess? On the other hand, there are the competencies a person actually has. The training plan describes how the difference between the desired and actual situation will be bridged.

Organizational Objective

We map out where the organization is now and jointly determine the objective. To do this, we use the CIMM framework. CIMM summarizes all the best practices elements of many different improvement methodologies into one framework, along two axes. The first axis focuses on improving processes, while the second axis focuses on developing employees. Through a short assessment it becomes clear what level the organization is at in the area of continuous improvement. To take an organization to the higher maturity level, it is important to let employee development go hand in hand with process improvement.

Training needs analysis

Once it is clear from the CIMM assessment where the organization stands and where it wants to go, it can also be determined which methodology and techniques are best suited to this development step. This also clarifies what theoretical knowledge employees should have in order to fulfill this development step. The CIMM framework further clarifies which attitude and behavioral characteristics must be present in a given improvement methodology. From the CIMM assessment, it becomes clear to what extent the right attitude and behavioral characteristics are present and what interventions are needed to develop them.

Target group & Individual need

Based on the organizational developments and strategic choices described earlier, a desire for development of knowledge and/or skills may be identified. Together with the client and management, we determine the scope, plan of action and employee target group. We determine the training needs of the organization as a whole, but also look at the different functions within the organization and individual needs. Different learning objectives are established for directors, management, engineers and employees.