THE TRAINING STRATEGY MODEL BUSINESS GOALS Establish the priorities BUSINESS PROCESSES Tasks or business model for achieving the goals JOB ROLES Identify responsibilities for executing the required processes THE WORKFORCE The individuals who have the skills and knowledge required to perform the defined job roles

The enterprise training model

TRAINING NEEDS ANALYSIS HR PROCESSES FOR WORKFORCE PLANNING RECRUITMENT PERFORMANCE APPRAISAL & SUCCESSION PLANNING MAPPING ASSESSMENT OUTCOMES ASSESSMENT OF INDIVIDUAL & TEAM TRAINING NEEDS BUSINESS OBJECTIVES CORPORATE STRATEGIC GOALS ISSUE OF FORMAL QUALIFICATIONS TRAINING CONTENT & MATERIALS TRAINING PROGRAMS & INTERVENTIONS LEGISLATION & COMPLIANCE CORPORATE INITIATIVES BUSINESS OPERATIONS CAPABILITY REGISTERS WORK LEVEL STANDARDS POSITION DESCRIPTION REQUIREMENTS POLICY & PROCEDURE MANUALS WORK INSTRUCTIONS EVALUATION OF TRAINING FEEDBACK TRAINING DELIVERY ASSESSMENT INDIVIDUAL & TEAM TRAINING PLANS

TRAINING & DEVELOPMENT $ BUDGET STAFF RESOURCES INFRASTRUCTURE RESOURCES CORPORATE PRIORITIES TRAINING MATERIALS NUMBERS TRAINED PROGRAMS COMPLETED COMPETENCIES ACHIEVED QUALIFICATIONS ISSUED QUALITY ASSURANCE RISK MANAGEMENT CONTINUOUS IMPROVEMENT IMPROVED PRODUCTIVITY IMPROVED QUALITY REDUCED ACCIDENTS LOWER COSTS INPUTS OUTCOMES FEEDBACK LEARNER SATISFACTION EMPLOYER SATISFACTION

ASSESSMENT OF WORK PERFORMANCE BUSINESS-SPECIFIC TRAINING PROGRAM TRAINING PACKAGE COMPETENCIES MAPPING QUALIFICATION INDUCTION PROGRAM RECRUITMENT PROCESSES HR / ORG DEVELOPMENT FUNCTION TRAINING FUNCTIONBUSINESS FUNCTION

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