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Training Plan Deliverable Template

From MIKE2.0 Methodology

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This article is currently Under Construction. It is undergoing major changes as it is in the early stages of development. Users should help contribute to this article to get it to the point where is ready for a Peer Review.
This deliverable template is used to describe a sample of the MIKE2.0 Methodology (typically at a task level). More templates are now being added to MIKE2.0 as this has been a frequently requested aspect of the methodology. Contributors are strongly encouraged to assist in this effort.
Deliverable templates are illustrative as opposed to fully representative. Please help add examples to this template that are representative of the proposed output.

In the Training plan task, an estimate is made of training needs. The amount of training varies depending on the complexity of the system, the amount of change to the organisation and the ability of the trainees to absorb the material presented. Training may include:

  • Departmental users – Detailed instructions on accessing and using the new system’s functions, completing any new forms, and performing related manual procedures
  • System operators – Technical instructions on running the system and printing and distributing reports
  • Management – Overview of the system\’s functions, with emphasis on on-line inquiry and reporting.

Training cost and schedule estimates are also included in this planning effort.

Examples

Listed below are example Training plans:

Example for a sample Training plan

1. Introduction < Introduction here >

2. Applicability

2.1. Scope

< Scope here >

2.2. Pre-requisites

A project kick-off meeting and email should be sent to inform the organization of the projects charter. This will ensure that people that are contacted for information regarding training requirements understand the purpose of the interview approach and the associated request.

3. Description

3.1. Dependencies and Limitations

Baselining the training requirements is limited by the number of interviews conducted with the organization’s resources and the level of participation obtained from these resources to depict the current state.

3.2. Assumptions

There are no assumptions.

3.3. Task list

Center


3.4. Detailed Approach

3.4.1. Identify Training Audience

It is important to identify and quantify the various Operational Groups that will require training. This is needed in order to outline a calendar of training activities and refine the training strategy.

3.4.2. Develop Training Strategy

Develop a training strategy to discover training requirements and determine specific instructional methods for the targeted audience. The Six Sigma approach is being followed to fine-tune the training solution for the application and infrastructure solution.

A set of specific questions are defined and interviews with subject matter experts from the operational groups are conducted in order to

  • Understand the current state of operational process
  • Capture their needs and requirements
  • Shape the Training approach and materials
  • Uncover key performance indicators to determine how to measure the transfer of knowledge and ensure the success of the training delivery

3.4.3. Identify Transitional Training Requirements

Map specific requirements to the targeted audience. By analyzing feedback from the various organizational groups during the interview process, common themes are identified and mapped to high-level requirements for a customized Training solution:

  • Instructional methods
  • Training Deliverables
  • Communication & Marketing strategy

3.4.4. Identify Instructional Methods

Develop the different training methods to satisfy the various subsets of training requirements for the selected audience (e.g. web-based training, instructor-led training, job aids or other support materials, Train the Trainer).

3.4.5. Develop Training Materials

Develop the training presentation materials, job aids, Quick Start Guides, Certification.

3.4.6. Deliver Training

Deliver training based on the instructional methods adopted.

3.5. Timeline

The actual training schedule will depend on the resources and time available prior to production deployment. Ideally, there will be time for completion of pre-requisites prior to hands-on training, in addition to an aggressive marketing campaign to prepare the organization for the upcoming deployment

3.6. Deliverables

The deliverables are comprised of a series of presentations and/or documents outlining operational processes and procedures.

  • Web-Based training material
  • Instructor-led or Train the Trainer training material
  • Quick Start Manual
  • Job-aids

3.7. Target Results

The transfer of knowledge determines the success of the training delivery and needs to be appraised through questionnaires, surveys and certifications.

3.8. Required Skills

< This section should describe the skills, experience level, or target user who should utilize this technique >

Role Skills Experience Level
Knowledge Management/ Training SMS Knowledgeable in operational preparation. Strong Written, Verbal and Presentation skills Consultant – Senior Consultant
Application and Infrastructure Functional SMS Knowledgeable in application and business functionality relevant to industry or solution Consultant – Senior Consultant
Operations SMS Knowledgeable of existing client operations environments and technologies Consultant – Senior Consultant

3.9. References and Related Documents

< List all referenced documents if available. Identify the sources from which the documents can be obtained. This information may be provided by reference to an appendix or by reference to another document >

4.0. Tools

< This section should identify any tools and templates that support the implementation of the technique >

Training Project Plan- Outlines details on how to deliver the training, timing, methods and deliverables.

4.1. Templates

< This section should identify templates used by the tools or deliverables >

Transition Training Plan Template – Outline the requirements for transitioning the knowledge to the client.

4.2. Tips and Guidelines

< This section should summarize guidelines/ usage advice on how to get the most value out of the technique, pitfalls to avoid, how to leverage client information and resources, etc. >

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