Look at
http://www.businessperform.com/links...suppliers.html for a list of local and international training directories. For example, Seminar Information Service is an international database of training providers.
Constructing a training plan should start with a gap analysis – the gap between what skills your employees have and what they need to move the business forward. For the gap analysis, you could refer to a number of data sources. These include:
-training records
-company strategy and planning documents
-employee performance appraisals
-interviews with managers and supervisors
-interviews with employees
-production data
-quality data
-customer complaints
Once you have determined the gap, construct a plan that shows schedule, training participant numbers and cost. Working with your allocated budget, you will need to prioritize the training.
W also categorize training needs into:
-induction for new recruits
-training required for the employee’s current job
-training for future career development
Training can also be categorized as:
-technical/specialist
-interpersonal skills
-leadership/management skills
An effective program will take all of these training requirements into consideration. This is just the bare bones, but I hope it helps. We have more information and tools at
http://www.businessperform.com/html/...anagement.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com