For a training plan to be successful, several activities must be carried out: some of them are mandatory, while others are desirable. Let’s look at them together.
Firstly, it is necessary to describe the specific organizational goal, expressed by management, that is intended to be achieved through the plan. It may be a goal of change, growth, development, or even – as is often the case these days – of overcoming a moment of crisis.
Then, the goal must be translated into skills, competencies and knowledge to be developed and/or improved through the training project. Usually this task is carried out by personnel management, with the support of an outside management training and consulting firm.
The third step is assessing the training needs for each person who will participate in the training. This happens almost always when it comes to projects aimed at the managerial population. Needs are measured through Development Centers (a set of activities managers undergo, conducted over 1-2 days, to assess competencies with a focus not on selection – as in Assessment Centers – but on development planning) and are expressed with competency “gaps” against a map of expected managerial competencies. Each competency is divided into several levels: higher levels express the person’s full possession of the skill, lower levels express gaps in that specific skill. For each level, competence is made explicit in a set of behaviors.
Next, a proper management training plan must be prepared, which may contain group training moments and individual training moments (including coaching), activities to be carried out in the classroom and distance self-study activities.
Once the plan has been approved by management, it must go through the union representatives.
Only then can it be submitted to the Fund, usually via the Web through a codified process.
It is now up to the Fund to evaluate it according to the criteria defined in the notices, and if it complies, it can finally be funded.
Designing and submitting a plan to funds is a very complex journey, especially when it comes to managerial skills. This is why it is important to rely on professionals with proven skills and training companies that have the requirements stipulated by the funds (for example, ISO9001:2008 quality certification specifically for management consulting and training: IAF 35 and 37).