Question

What are the main keys for development

Answer 1

the main keys for development is income Healthcare facilities educational facilities sanitation facilities health and hygiene

Answer 2

1 – Understand the aims of your organisation

The most important part of the process.  Getting an understanding of the strategic aims and goals for your organisation allows you to start assessing what learning and training needs there are.

Meet with senior stakeholders – the leaders, directors, board, managers – who can tell you the organisation’s plan for the next twelve months and beyond. Is the plan to grow, diversify, merge, acquire, expand into new markets,  develop new products? Start assessing the needs on an organisational level and assessing the skills gap. Think broadly and big picture.Meet with heads of departments to understand what the organisational plans will mean practically and what their training needs are. Make sure you know the different needs of each department but avoid getting bogged down with too much detail so don’t try and assess needs of line managers or staff at this stage.

2 – Start considering solutions

Armed with the knowledge of the organisation aims and the practical implications for the business it’s time to start thinking about how you and the learning and development department (which might just be you) can support the business with the solutions.


3 – Plan for the unplannable

There will be situations that arise beyond any control that you can’t plan for. These will be the times when you will be more reactive than proactive. However, you can build in contingency plans and line managers ask them the “what if” questions. What would do if sales dropped, budgets were cut, key personnel left, regulations changed and so on?Then you also have the needs that come out of the yearly people reviews. For lots of companies, these happen at times after the yearly plan has been put in place. So you are happened in previous years, review those training needs that haven’t been met previously and spend

4 – What does successful implementation look like?

The successful implementation of the learning and development strategy is important to the organisation, its employees and we suspect to those responsible for delivering it.

At this stage you need to identify the different roles and responsibilities and who will fulfil them. In a larger L&D team these might be split internally however what happens in a smaller team, or a team of one? Who else can you call upon and whose support do you need? Consider the personnel that are key.Getting buy-in from senior management is crucial. They can set the agenda, dictate the pace, influence formally and informally the rest of the organisation. If you can get buy-in at this level then it should make for an easier and more successful implementation.Heads of departments will have their role to play. They can delay or accelerate the plans so we recommend you work on creating great working relationships at this level.Line managers are also important at this stage. Whilst it will be time-consuming and probably unpractical to have great relationships with all line managers it will be wise to support them. Create a structure where they can have a voice, more often than not they will be the ones with a greater understanding of the learning and development needs of the employees.

5 – Prioritise, backwards plan and review your progress

It’s highly likely that at this stage you’ll have a significant action list. However, it can’t all be completed at once so prioritise what actions will have the greatest importance and impact on what the organisation is trying to achieve.

Plan out these actions over a period of time thus giving you focus for shorter periods of time and making the action list far more achievable. You can create milestones which you can then review to measure progress and use during your reporting back to senior management.Make sure you communicate the plans and progress through the year to people at all levels in your organisation. Frontline employees and managers can benefit from knowing about the solutions relevant to them but don’t be afraid to share the bigger picture with them.

The above points provide you with a high-level overview of the stages we believe useful for successful learning and development planning. If you need assistance in any stage of your planning then let us know, we have experienced learning and development consultants who will be able to help you plan, and turn your plan into successful actions.