Step four – Implement the Training. When implementing the training plan, the following process is recommended. 1) Pick the employees to take each module, if you have a management cadre consult with them for candidates. Unless you have had a training program already in place don’t let the employees pick the training they want to go to. If you do let them pick you find many employees will choose training inappropriate for themselves.

2) Have an all hands meeting to announce the training program, the reasons behind the training, the modules included in the training, and have handouts ready or a poster sized print out posted in a prominent place. Let the employees know that they will be contacted individually. This will cut down on the discussions, arguments, etc. over who is get what training.

3) When having your individual meetings with employees, discuss with the reason for the training, the importance of the training, what your expectations are for them are and so on. Make it crystal clear that training is not play time, but it is a critical part of the company’s success and to take it seriously.

Now roll the plan out.

Step five – Track and follow up on the Training. Once the training plan has been implemented, one of the most vital actions you can take is to track and review the status and success of the training. This should be done as frequently as possible.

You need to track who completed the training, who did not complete the training, review the evaluations from the training. If a particular skill acquisition or improvement was an objective the training how are you going to check the efficacy of the training.

The only way I know to do this is to test the trainees on the subject matter, this should be done both in the training itself and some time period later. As with any training there will be a drop off in retention.