Skills development

1. Assess training needs:

- Conduct an audit of employees’ current skills and identify skills needed for immediate tasks.

- Consult with managers and employees to determine priority areas for development.

2. Develop the training plan:

- Design a general training plan that focuses on developing essential skills for employees’ immediate tasks.

- Include role-specific training and cross-functional training modules if necessary.

3. Integrate succession management:

- Identify key positions and potential successors in the organization.

- Establish training and mentoring programs to prepare employees for future roles, managing succession on a case-by-case basis.

4. Define objectives and performance indicators:

- Establish clear objectives for training, such as the skills to be acquired and the expected results.

- Determine performance indicators to evaluate the effectiveness of the training plan, such as skills assessments, job performance, and participant feedback.

5. Select training methods:

- Choose appropriate training methods (workshops, e-learning, coaching, etc.) based on identified needs and employee preferences.

- Develop or acquire necessary training materials.

6. Plan and organize training sessions:

- Establish a training schedule based on employee availability and organizational needs.

- Ensure logistics for training sessions, including booking rooms, preparing materials, and organizing speakers.

7. Implement the training plan:

- Launch training sessions according to the established schedule.

- Monitor employee participation and engagement in training programs.

8. Evaluate training results:

- Measure the impact of training on employee skills and work performance using defined performance indicators.

- Collect feedback from participants to assess the quality of training sessions and identify areas for improvement.

9. Adjust and improve the training plan:

- Analyze the evaluation results and adjust the training plan based on the feedback and observed performance.

- Update training programs and succession management approaches according to the changing needs of the organization.

10. Communicate and raise awareness:

- Inform employees and managers of the objectives of the training plan and succession management.

- Promote development opportunities and the benefits of the training plan to encourage active participation.