When we draw up the training plan, we should not only think that it is an implementation plan, but also an investment plan, which not only includes specific implementation methods, but also has the input-output ratio, because the boss always considers how to get a better return on funds when thinking. Therefore, if you want to write a good training plan, you need to start from these five aspects:

Why do you want to organize this training? What is the real demand?

To some extent, training itself does not directly generate income. It belongs to the department of "spending money". If you want your boss to spend money, you must learn to let him know why. If you don't spend this money, what impact will it have?

For example, it is necessary to organize training for newcomers, because if you don't know the company, it may be difficult to create value for the company immediately.

What problems can the company solve through this training? For what? After attending the training, what benefits can the trainees create for the company in their work?

When it comes to spending money, it is an "investment" for the boss. It doesn't matter whether you invest more or less. It is important that the investment in the later stage of training can bring enough benefits. Therefore, not only should the boss see what benefits training can bring to the company, what problems can be solved, but also let the boss see what advantages training has compared with other inputs of the company. When thinking about this problem, the boss will consider the return on investment of different investments.

What do you need to do in terms of time, personnel, venue and logistics to organize this training?

Time: When will the training pass and how long will it take? What is the distribution of time nodes?

Personnel: Who are the trainees? Why these people? Who will give the lecture? Why is it talking? Who is in charge of logistics?

Location: where to train?

Logistics: How to solve accommodation, transportation and catering. Trainee's? Who is responsible for the logistics problems in the training process?

Organize the whole training, what needs to be prepared before training, who needs to communicate after training, who follows up, the person in charge of all affairs, the resources that may be needed in the whole training organization process, the cooperation of departments, etc., should be negotiated in advance.

As the core of training, what is the main content of this training? In what form? How long will it take?

In the process of organization, the compilation of courseware is particularly important, which will affect the success or failure of the whole training. So, who is responsible for the compilation of courseware? Who will be involved? What's the schedule? Be sure to plan ahead.

After the courseware is written, we need to think. In what form will this course be explained? In the process of training, what cooperation is needed to achieve the training effect?

How much does it cost to organize this training? What are the details?

Common explicit training expenses include: course fees, venue fees, logistics fees (such as snacks, office supplies, sundries), travel expenses, catering fees, accommodation fees, etc.

Hidden costs include: the time cost of training (the possible value of students and lecturers not attending training).