Description
With the 2018 reform, the training plan becomes a skills development plan. Developing this plan means building an offer, serving the performance of the company and the development of employees. This implies knowing the company's challenges, its projects, and foreseeable employment developments. And to put in place a process adapted to the context, making a large part of consultation with operational managers. This training offers you a structured approach and practical tools.
Who is this training for ?
For whom ?
Training manager. Training Manager. Human Resources Manager in charge of training.
Prerequisites
Training objectives
Training program
- Define the stages of developing the skills development plan Skills development plan: definition, employer obligations.
- Plan development process: adapt the process to the issues, the organization, and operational needs.
- Anticipate the need to respond quickly to unforeseen events.
- Develop training guidelines Build on expectations regarding employment developments. Translate the company's major issues and projects. Write a meaningful guidance note. Diagnose individual needs and glue
- Involve managers.
- Qualify requests.
- Propose solutions: integrate the new definition of training action; decide on the type of actions that will appear in the plan; make structuring choices taking into account their impact on the effectiveness and cost of actions: internal training / service purchased Inter / Intra in a work situation (FEST), in the classroom, remotely; or mixed.
- Cost and prioritize training actions
- Anticipate financing possibilities, arbitrate.
- Consult and communicate
- Communicate the information provided for by law to the CE/CSE.
- Dialogue with social partners on training.
- Follow the achievement
- Plan the implementation of the plan.
- Equip yourself with a monitoring tool to control the budget.
