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How to prepare successful training plans

The fact is that any activity carried out by this institution must be planned, researched and researched on the basis of practice and science in order to achieve its expected objectives. Since training is an important activity, It is necessary for training institutions to develop plans for their own plans. Planning in a training institution means adopting a policy of integration and interdependence, Because the general plan does not work in isolation from other factors, If each activity is carried out independently of other activities, The plan loses its meaning and meaning.
    How to prepare successful training plans

How to prepare successful training plans

Since the organization operates under dynamic and dynamic conditions to produce plans, Which means that if the circumstances are constant or almost unchanged, Demand for the plan will be reduced. So , The organization’s performance must be on the right track, The necessary research must be carried out, In this way, people know how to improve performance, prepare and develop the base to propose activities to improve performance.

Ways to identify training needs:


This is a serious dialogue between two or more people, Its purpose is to understand some facts and information, It is made by the training plan scheme, The interviewee is asked to answer questions. Interviews are one of the most important ways to get the most information. In addition It can also enable planners to understand the feelings, emotions and orientations of the person interviewed, which may not be possible in other information. Collection tools and interviews provide a friendly social atmosphere between planners and interviewees.

As for the types of interviews, they are diverse and classified according to their nature, objectives, methods of conduct and other aspects, It is divided into open, closed, open and closed interviews, As well as standardized and unsupervised interviews. Two types divided into other types, Interviews may be targeted, clinical or non-directional.


Is one of the tools of collecting information, It can be defined as the careful observation of a particular phenomenon or behavior, As well as recording the results of the observation obtained from the note, There are many types of observations for information, Including:
  • Direct observation, Any general observation, is a monitoring method to communicate with the observer himself and the monitored person, This observation can last for a long time due to long-term surveillance and behavioural and behavioural control. can be recorded manually or electronically for maximum behavior, This method is usually used to assess performance. However , The problem with this method is that people can change their behavior when they know they are on probation. This is different from indirect behaviour.
  • The note is called the secret note, where people do not know that their behavior is under surveillance, So they can’t change their behavior.


The table includes a set of questions asked according to a specific vision and goal, Its purpose is to collect digital or descriptive information on individual samples and to identify situations based on their nature. When preparing the questionnaire, He must determine the amount and nature of the information he hopes to obtain based on the desired objectives and the nature of the hypotheses resulting from the goals.
Forms are a way to gather information to determine requirements. The form is particularly useful when keeping the interviewees anonymous, Especially because the way the form is distributed and returned reassures the interviewee that his or her identity is preserved and unknown. The model must be short, The referendum does not take more than 15 minutes to answer the question. Distributed to a different audience through different forms of questionnaires. This strategy is particularly useful when dealing with a large number of respondents, We have a lot of questions to ask them.
The training requirements we need are:

Job description + performance standards – (minus) the level of employees performing work tasks, There are models to identify training needs, Including the performance gap model, And the Model Dugan Leroux, Expressed as follows:

  • Collect information about the specific problems faced by the organization.
  • Compare actual performance to applicable standards.
  • Check if there is a gap between performance and sampling.
  • Determine the level or size of the gap discovered.
  • Determine the extent to which the individual concerned understands his or her performance.
  • Design a training plan to solve existing gaps.

There are some opinions that define training needs as a matrix based on two main axes:

  • Performance hub.
  • The focus of training possibilities and opportunities

Criteria for selecting how to identify training needs:

Because there are many ways to identify needs, It is difficult for trainers to determine which method or methods are most suitable for use. There is no doubt that the safest basis for choosing a way to determine needs is a set of selection criteria, through which one can understand the relative importance of each method, Given that certain criteria vary from organization to organization. The importance of each different, Trainers must set standards for their organizations. Here are a set of reliable selection criteria, Among them we mentioned:
  • Adequacy: Providing quantitative data on agency officials means training expenses, Applications based on self-assessments of training needs will fail.
  • Efficiency: the possibility of using this method while the organization is working, Each staff member’s time does not exceed 2 to 4 hours. Conceptual clarity: It’s easy to understand the design procedures used for all employees and managers so they can really participate.
  • Cost: The cost element should not be displayed from a simplified perspective, However, it must be verified based on the costs and benefits of using the method.

The training needs analysis phase results in many types of training, including:

1. On-the-job training
This is training that is conducted in the workplace and during completion. This type of training provides the institution with an external training budget, But this method has its drawbacks, That is, workers cannot keep up with the latest situations that may arise. One common way for this type of training is to face-to-face training. Face training.
Training in external work
This is training that is done outside the workplace, It can be conducted within an organization specialized in training, This training is supervised by professional trainers. These training methods include lecture methods, distance learning methods, equipment simulation, role-playing methods, case studies and other methods. Training may include many behavioral and administrative aspects.
The best treatments that can be done include:
  • Staff lack a clear vision of the objectives and policies of the training organization.
  • The current organizational structure is ineffective (some training institutions are expanding and have not properly re-examined their structure). 
  • Complexity of daily business processes (models, processes, and signatures that do not increase the actual value).
  • The chances of future promotion and promotion of the employee are unclear and the authority and responsibilities lack clarity.
    What are the obstacles to the success of the training process
How to prepare successful training plans

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    7 Most important principles for designing training programs
How to prepare successful training plans

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How to prepare successful training plans

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