A very specific question, and one that would be better asked of a business expert or an experienced HRD manager. To explain simply, Strategic planning is the direction a company wants to take; its vision, its aspirations. To apply this technique to training is to highlight the type of people you feel will best serve to drive the business forward.
The first factor that could be an issue is situation analysis. This is basic strategic planning, and you need to assess the market and industry and settle on the practises that are the most used or most reliable. You then need to evaluate your own company and what, in terms of personnel ability, it is lacking, so you work out the strengths, weaknesses and opportunities for improved training.
Of course, all this suggests the business knows its direction. Businesses are generally assumed to seek expansion, but this isn’t always the case. A company might be happy to plateau and settle for a limited but loyal customer base. In this event how do you strategically plan at all? If there’s no target to aspire to you just train.
Change itself can be a problem though. If your company has already subscribed to a training system, or heavily invested in one, then of course there will be natural resistance to any critique suggesting change. Ideally the HR team would be objective with regards all processes and be able to make use of good criticism and responsible advice when given, but this is something that has to happen from the beginning.
The first factor that could be an issue is situation analysis. This is basic strategic planning, and you need to assess the market and industry and settle on the practises that are the most used or most reliable. You then need to evaluate your own company and what, in terms of personnel ability, it is lacking, so you work out the strengths, weaknesses and opportunities for improved training.
Of course, all this suggests the business knows its direction. Businesses are generally assumed to seek expansion, but this isn’t always the case. A company might be happy to plateau and settle for a limited but loyal customer base. In this event how do you strategically plan at all? If there’s no target to aspire to you just train.
Change itself can be a problem though. If your company has already subscribed to a training system, or heavily invested in one, then of course there will be natural resistance to any critique suggesting change. Ideally the HR team would be objective with regards all processes and be able to make use of good criticism and responsible advice when given, but this is something that has to happen from the beginning.
