Training and Development Plan

Training and Development Plan
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Introduction
If output is to increase by 96% following the expanding market and increased product demand, then there is a need to design a precise human resource development (HRD) plan that will avail a formal training program for Motors and More Inc. This plan will help equip the employees with requisite skills for their job description as well as provide the management with a better and sound criteria for promotions. Similarly, promotions will not only be based on seniority but also on the basis of the skills acquired from the formal training.
Therefore, as a training and development coordinator I had to come up with a detailed formal training plan that will address new employees, current employees, and managerial staff.
This comprehensive plan encompasses a needs assessment criterion to be carried out beforehand, training content development, determination of content delivery method and hiring of a trainer/consultant.
Training and Development Plan
Role Definition
As the head of this department, my task is to oversee the development of our organization’s intellectual property with the help of other Human Resource Development Professionals. These professionals will be involved in needs assessment to aid in the design, development, delivery and evaluation of the formal training process. According to Rae (1997), by training managers and employees, HRD supports performance management to a great extent. The HD department shall work with the following professionals which shall undertake under-defined roles.
Facilitator
Generally responsible for facilitating learning and presents information to the learners. They provide feedback to learners, developers and designers.
Developer
Generally develops training content and also responsible for briefing the trainer (train-the-trainer sessions) of some important aspects of the training content. They also secure instruments, cases and assessments.
Designer
Carries out needs assessment, defines goals and objectives and defines and outlines the content in conjunction with the evaluator and also develops evaluation plans and instructional strategies.
Evaluator
Develops and implements evaluation plans and conducts all levels of evaluation. He/she shall submit evaluation report findings to the appropriate persons. They also assess facilitator skills.
Training Administrator-Supports the delivery of learning experiences, coordinates participant materials and media, enrolls participants and send pre-course media. They secure and coordinate facilities, tracks attendance and maintain records, promote the learning experience, shipping of learning materials and tracks expenses incurred during the entire learning process.
Training Consultant-Recipient of the services/client
He/she conducts organizational analyses for internal client organization, contracts for performance improvement and consults with internal clients on performance issues. Training consultant prioritizes needs, secures support (including funding), access to subject matter experts, collects audience profiles and supports learners’ participation. They support transfer of new knowledge and skills to the trainers...