Training Plans

The business can clearly decide on what job roles their employees fit into. These will vary for every business. The job role will have various work areas. For example the role “Receptionist” may include work areas “Telephone”, “Reception Desk”, etc. These are then divided into elements such as “Sales Enquiry”, “Complaints”, etc.

Training-Progress makes allowance for the fact that not everyone in the business needs to be able to perform every aspect of the business’s activities. Equally it allows for job roles to have some overlaps and for some individuals to undertake tasks outside of those normally expected of their job role.

As a business grows, there may become a point that new job roles need to be defined. New work areas may need to be created, taking elements from other existing work areas, or perhaps whole new skills. In addition individual Team Members may transfer from one job role to another, needing to take a record of their existing skills and training with them.

Full flexibility is key to having a fully comprehensive training package.

Many of our customers have used the knowledge and resources of the existing team to analyse their own job roles, work areas and elements. The team can then be intimately involved in helping management compose the protocols of how each element is correctly performed. This creates a great sense of “ownership” of the handbook, or manual, that is created.

Each job role will then have a complete “how-to-guide” or Training Plan. This will ensure consistency and simplify training of new recruits.

It is essential that clearly defined goals for completion of skills training are set. Timing starts from when a Team Member is appointed to a job role and its associated skill sets. Certain elements, such as those within “Induction” (for example “Procedure in the Event of Fire”) will have a requirement to be completed within a short time frame. Others may represent longer term goals.

Different elements can be weighted as to their importance to the organisation. Completion of these elements can then be prioritised within the timing periods.

The cost of training someone in an element can be recorded. It is then possible to easily analyse the investment that has been made by the organisation in training an individual team member. Expanding this allows an organisation to demonstrate the financial costs of its investment in training. Combining this analysis with the “What-If skill gap analysis” allows your business to see the true costs of a valued employee leaving.


Competency Records

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Compliance & Regulation

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Qualifications

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Development Plans

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Audit Cycle

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Updating Protocols

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Document Management System

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Skill Matrix

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Skill Gap Analysis

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Training Delegation

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Flexibility & Customisation

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Expandibility

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Pricing

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Security

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Desktop Post-It™ Notes & News Items

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Comprehensive Reporting Systems

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Appraisals & CV's

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Help Requests

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Appreciating the Trainers

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Testimonials

“Impressive – I am familiar with skill matrices, but only in big corporations. Yet, you are offering it to small businesses, with more functions, easier to use and at a fraction of the price”

Former executive of international Pet Food Manufacturer.

The Concept of Training Progress

  • Training-Progress provides a scaffolding, a framework, to structure your team manual, policies and protocols
  • We provide a mechanism to deliver training in a consistent, timely and prioritised manner
  • Your content is easily accessible, revised and verifiable
  • Training is self-directed and motivated giving ‘ownership’ to the team
  • Our integrated document management system makes procedural revisions and updates simple. More




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