Development plan - conscious training budget spending

We take the needs of the organisation and its employees as a starting point to support you in designing a tailored, cost-effective yet efficient development plan that can be implemented in an ever-changing and unpredictable world.

Who is it for?

We recommend our cooperation to organisations that are committed to planned, continuous and context-sensitive human resource development.

For those who want to provide their employees with learning opportunities that enable them to change their behaviour in order to improve their performance. They also believe it is important that training is not just a "statistic", but that it is worth the cost, i.e. that they consciously design their development plan taking the vision and objectives of their organisation into account.

Project duration: 1 month. Depending on the size of the organisation and the number of jobs and employees, the exact duration will be determined after initial consultation.

Are you interested in this service?

Then send us your request for proposal and our staff will contact you with a tailor-made solution.

Request a quote

Why is this good for your company, what results will your organisation achieve after the project?

In our ever-changing and unpredictable world, human knowledge can provide a sense of security for the employee. If an organisation recognises this and is willing to invest energy and money in offering employees improvements that address both organisational goals AND employee needs, it can create an inspiring workplace and engaged employees. Knowledge that can be put into practice increases the organisation's flexibility, speeds up its responsiveness and ensures its competitiveness in the market.

The project steps

During the project, we will work closely with the organisation's HR professionals and management to support the conscious design of a development plan, which will be developed in the following steps:

1. Assessing the needs of the organisation

  • 1. Identify the organisational culture
  • Identifying the organisational vision and values
  • Identification of job performance expectations from HR and managers (questionnaire survey and/or interviews)
  • Analysis of job descriptions
  • Determination of current competence levels (review of performance appraisal results or, in the absence of such a review, Development Center)

2. Development of the training plan

  • Identification of topics to be developed (input level, expected output)
  • Identification of target groups, participants by managers and staff
  • Identify methods/topics (workshop, course, training, mentoring, coaching, facilitation, conference, professional forum, rotation, e-learning, ...)
  • Clarify organisational issues (time frame, duration, location, equipment, trainer, ...)
  • Cost planning

3. Decision-making by the management

  • Presentation of the development plan
  • Clarification of open questions
  • Finalisation of the development plan

4. Implementation of the development programmes

  • Organisation of training
  • Administration and monitoring
  • Continuous measurement of effectiveness

Project follow-up

During the implementation of the development plan, we also propose a clarification meeting with your HR expert to check that the training is taking place at the right pace and with the right results. To further ensure effectiveness, we will highlight risks and identify steps to mitigate them. We will also look at how to ensure that the knowledge acquired is embedded in the life of the organisation, is sustainable and is available to other colleagues.