Optimising your training plan
Interested in learning what a training plan entails and the best ways to use it to support your employees’ development and sustainable employability? Discover why a well-designed training plan is not just a legal obligation, but can also help future-proof your organisation. IDEWE offers you concrete advice, courses and tools to ensure your training plan’s success.
On this page:
- What is a training plan?
- What are the benefits of a training plan?
- What are the legal requirements for a training plan?
- How do you draw up an effective training plan?
- How can IDEWE contribute to your training plan’s success?
- In need of help with your training plan?
What is a training plan?
A training plan is a strategic document used by an organisation to identify training needs and define the actions required to develop the skills of its employees. According to the labour deal, companies with more than 20 employees must have a training plan in place by 31 March each year. That plan aims to:
- Improve employee employability
- Address staffing shortages in bottleneck occupations
- Support specific target groups, such as older employees or people with disabilities
What are the benefits of a training plan?
With a training plan, you can:
- Fulfil your legal obligations. Have a training plan in place by 31 March each year.
- Enhance employee wellbeing. Targeted training improves your team’s motivation.
- Future-proof your organisation. A training plan supports the sustainable employability of your employees.
- Encourage innovation and improve performance. Investing in training leads to innovation and increases productivity.
What are the legal requirements for a training plan?
According to the labour deal, organisations with more than 20 employees must have a training plan in place by 31 March each year. This plan should pay specific attention to at-risk groups such as older employees and people with disabilities, and should also include training for sectors with staffing shortages for bottleneck occupations.
The right to training is an individual right and applies to every employee. More specifically, at an organisation of at least 20 employees, a full-time employee is entitled to five days of training annually. If an organisation has between 10 and 20 employees, a full-time employee is entitled to one day of training annually.
How do you draw up an effective training plan?
Successfully designing a training plan requires several steps:
- Analyse your current situation
- Chart currently available training courses and which skills are lacking at your organisation.
- Do an organisational scan to identify needs and bottlenecks.
- Set specific, measurable goals
- Determine competencies in need of strengthening and target groups in need of special attention.
- Formulate clear objectives that align with both your strategic ambitions and legal requirements.
- Develop a strategic action plan
- Make plans for training courses and determine who is responsible for the implementation.
- Use an integrated approach to ensure the courses align with other HR and wellbeing initiatives.
- Communicate and implement
- Inform everyone involved of the plan and its benefits.
- Carry out regular evaluations and adapt the plan as needed to enable optimal results.
How can IDEWE contribute to your training plan’s success?
A good training plan is key to ensure the sustainable employability of your employees and future-proof your organisation. IDEWE can support you in drawing up and implementing a training plan in accordance with the labour deal’s legal requirements.
IDEWE’s extensive training courses include numerous courses designed to meet the labour deal’s training plan requirements.
For example, older employees or people with disabilities can take courses on ‘Sustainable employability’ or ‘Dealing with pain at work’. For bottleneck occupations, there are courses on ‘Ergonomics of physical work’, ‘Ergonomics in care’ and ‘CCSHE’. Finally, we offer a wide range of courses for individual employees on healthy eating, exercise, first aid, stress at work, burnout and more. They can also choose to dive more deeply into employee wellbeing and train to become a level 3 confidential counsellor or prevention advisor.
In need of help with your training plan?
Have any questions about how to draw up or implement your training plan? Contact our experts through your regional IDEWE office. We will be happy to help you comply with the labour deal’s legal requirements and develop a suitable training policy for your organisation.