Organisational Training and Development Plans 

Organisations that follow a training plan encourage their staff to continue to learn and grow so that they can be effective in positions that continue to grow in complexity in the rapidly changing business environment.

A useful organisational training plan:

  • Outlines the organisation's intent to recruit, train and develop their staff and/or volunteers

  • Is comprehensive yet uncomplicated

  • Uses a logical format written in plain English

  • Includes useful supporting documentation such as questionnaires and forms.


A comprehensive training plan includes:


  • The screening process to assist in selecting potential staff

  • The induction process that outlines the roles and responsibilities of staff, how they contribute to organisational goals and initial training.

  • Ongoing training & development

  • Procedures for providing feedback

  • An outline of key staff responsible for managing training functions

  • An outline of the record keeping process

Training Needs Analysis (TNA) 

  • A TNA involves gaining information about the performance issue/s from stakeholders which may include:

    • Board members 

    • Executive Directors

    • Managers

    • The Management Team

    • Supervisors

    • Staff

    • Volunteers

    • Customers or suppliers.

  • Information can be gathered via:

    • Emails

    • Phone or video calls

    • Face-to-face meetings

    • Tools such as questionnaires

  • The size and complexity of the TNA will be determined by the amount of information that is already known about the performance issue/s and their complexity.

  • Many TNA's simply require a face-to-face meeting with the management team.

Aligning Training To National Standards

Navigating the National Training Framework can be daunting for newcomers.


Having a thorough understanding of the current  Standards for Registered Training Organisations,  allows me to assist organisations to align their training to  the National Training Framework.

This can include:


  • Providing general advice and mentoring

  • Conducting internal audits to identify areas where standards aren't being addressed.

  • Identifying learning outcomes and performance criteria to align to standards.

  • Selecting appropriate training packages to align to standards

  • Writing comprehensive training and assessment programs to address all aspects of training packages or learning outcomes.

  • Writing comprehensive training plans and all associated resources.

Designing Training


  • There are many ways to assist people to learn which will depend on a number of factors including the:

    • Number and demographic of the learners

    • Resources available including mentors, physical space and technology.
    • Budget
    • Type of knowledge or skills to be learnt

    • Existing learning opportunities available within the organisation

    • Organisational culture and learners' perception of training.

    • Ongoing support available after training.

  • I take all of these factors, and more, into consideration when designing effective, people friendly training that will achieve the outcomes determined during the TNA.

Training Delivery & Evaluation


Key principles of effective delivery include:


  • Skilful communication of appropriate content

  • High quality resources and tools

  • A relaxed and positive environment   

  • In-built assessment to determine that learning is taking place

  • Opportunities to practise 


Learning and assessment  activities may include:

  • Presentations to groups 

  • Structure activities using case studies and organisational procedures

  • Observed demonstrations with opportunities to practise

  • Simulations

  • Facilitated group discussions with clear agendas

  • One to one mentoring or individual training

  • Utilising multi-media 

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