Leadership Training Plan Template

These templates are used to implement Employee Training & Development Programs.

Training Evaluation Data Collection Plan

Who uses this training plan form:

Users of this form include:

 

  • Programme Managers
  • Project Managers
  • Business Analysts
  • Human Resources and Training Managers
  • Human Resources and Training Consultants

When to use this form:

Use this training plan template to document a data collection plan when evaluating the effectiveness of a training programme. Data may be collected at one or more evaluation levels using the Kirkpatrick four level evaluation model. A well constructed plan allows for the proper and timely allocation of evaluation resources, communicates to data collectors their data collection responsibilities and focuses the attention of stakeholders on expected programme results.

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Organisation Results Survey Form

Who uses this training plan form:

Users of this form include:

  • Programme evaluators
  • Programme and Project Managers
  • Human Resources Managers
  • Training and Learning Managers
  • Human resources and training consultants
  • Trainers/Facilitators

When to use this form:

Quantitative measurement methods are available to differentiate the organisational impact of training from other non-training influences and to quantify that impact. At times, these quantitative methods are not suitable either because a high degree of accuracy is not required or resources and time to conduct the evaluation are limited. This form is used to collect estimates of the proportional worth of training compared with other factors from a range of programme stakeholders. The form may be used in one or both of the following ways:

  • as an online or paper-based questionnaire distributed to the survey Learners
  • as a guiding set of questions when conducting a focus group with either a homogenous group or a cross-section of stakeholders

This form is designed to evaluate the organisational impact of training from all types of training programmes. The survey will be most effective where the programme’s outcomes are clearly articulated in terms of measurable organisational performance.

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Training Report and Evaluation Communication Plan

Who uses this training plan form:

Users of this form include:

  • Programme Managers
  • Project Managers
  • Business Analysts
  • Human Resources and Training Managers
  • Human Resources and Training Consultants

When to use this form:

Use this form to document a stakeholder communication plan for communicating the results of a training effectiveness study. Training program evaluations may be conducted at one or more levels using the Kirkpatrick four level evaluation model. The various program stakeholders require communication in a form that matches the level of detail they require and using a communication mode that suits the nature and intent of the communication. Communication modes may include telephone, email, intranet, teleconference, face-to-face meeting, newsletter and bulletin board. A well constructed communication plan allows for the appropriate and timely communication of evaluation results to all key programme stakeholders. Stakeholders may include instructional designers, trainers, Learners, Learners’ managers, programme sponsor and executive team.

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Training Learners Feedback Form

Who uses this training plan form:

Users of this form include:

  • Internal and external training consultants
  • Training and Learning Managers
  • Training Co-ordinators
  • Trainers/Facilitators

When to use this form:

Use this form when you want to perform a first level evaluation of the effectiveness of a training programme. This level of evaluation ascertains Learners’ reactions to the training. The information gained from this evaluation is invaluable in diagnosing problems uncovered using higher levels of evaluation. These problems include: Learners did not learn (Level 2), Learners did not change their workplace behavior following training (Level 3) and the expected organisational benefits from the training did not eventuate (Level 4).

This form is designed to evaluate face-to-face training in a classroom setting. The use of a well-designed evaluation form results in actionable items that, if taken, will improve the effectiveness of future training. This form asks specific questions in each of the areas critical to successful adult learning:

  • linkage between objectives and content and the workplace
  • management support and Learner perception of relevance
  • competence of facilitator and focus on Learner needs
  • effectiveness of Learner learning materials
  • convenience of physical environment and amenities
  • objectivity and relevance of assessment

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Level 4 Evaluation Worksheet

The Level 4 Evaluation Worksheet is designed to be used by training programme evaluators to isolate the organisational impacts of training programs implemented in organisations from non-training influences on results and to quantify those benefits.

  • Programme Managers
  • Project Managers
  • Business Analysts
  • Human Resources and Training Managers
  • Human Resources and Training Consultants

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Individual Skills Assessment Tool
  • Internal and external trainers
  • Workplace Assessors
  • Competency Testers

This assessment form is used most effectively by professionals familiar with skill/competency assessment. This form is not a substitute for formal professional development.

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Group Skills Assessment Tool

  • Internal and external trainers
  • Workplace Assessors
  • Competency Testers

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Group Skills Assessment Tool
  • Internal and external trainers
  • Workplace Assessors
  • Competency Testers

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Learners feedback Spreadsheet

Who uses this training plan form:

Users of this form include:

  • Internal and external training consultants
  • Training and Learning Managers
  • Training Co-ordinators
  • Trainers/Facilitators

When to use this training plan form:

Substantial training resources are wasted as a result of poor integration of training with organisational objectives and Learners’ workplace environment. The information gained from this evaluation is invaluable in diagnosing problems with poor skill uptake and insufficient organisational impact from training.

Use this form when you want to:

  • evaluate the extent that training programme Learners are using the skills learned during the programme back in their workplaces
  • determine the enablers and inhibitors for transferring skills use to the workplace

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Training Transfer Survey Form

Who uses this form:

Users of this training plan form include:

  • Internal and external training consultants
  • Training and Learning Managers
  • Training Co-ordinators
  • Trainers/Facilitators

When to use this training plan form:

Substantial training resources are wasted as a result of poor integration of training with organisational objectives and Learners’ workplace environment. The information gained from this evaluation is invaluable in diagnosing problems with poor skill uptake and insufficient organisational impact from training.

Use this form when you want to:

  • evaluate the extent that training programme Learners are using the skills learned during the programme back in their workplaces
  • determine the enablers and inhibitors for transferring skills use to the workplace

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Training Transfer Interview Form

When to use this training plan form:

Substantial training resources are wasted as a result of poor integration of training with organisational objectives and Learners’ workplace environment. The information gained from this evaluation is invaluable in diagnosing problems with poor skill uptake and insufficient organisational impact from training.

Use this form when you want to:

  • Evaluate the extent that training programme Learners are using the skills learned during the programme back in their workplaces
  • Determine the enablers and inhibitors for transferring skills use to the workplace

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Training ROI Survey

Who uses this training plan form:

Users of this form include:

  • Programme evaluators
  • Programme and Project Managers
  • Human Resources Managers
  • Training and Learning Managers
  • Human resources and training consultants
  • Trainers/Facilitators

When to use this form:

Quantitative measures are available to differentiate the organisational impact of training from other influences and to quantify that impact in financial terms. At times, these quantitative methods are not suitable either because a high degree of accuracy is not required or resources and time to conduct the evaluation are limited. This form is used to collect estimates of the proportional monetary worth of training compared with other factors from a range of programme stakeholders. The form may be used in one or both of the following ways:

as an online or paper-based questionnaire distributed to the respective respondents
as a guiding set of questions when conducting a focus group with a homogenous group or cross-section of stakeholders
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leadership books, training plan template