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Define a policy for prioritizing training requests

  • ~min.

    • Before you get started

    Setting up this policy will help your managers prioritize the training requests of their reporting employees.

    Proposal 1

    Standard proposal that can be applied to most companies.

    High Training should be planned within six months. In our company, we can only choose one top-priority request per employee per month.
    Medium The training would be worth planning this year if the training budget allows.
    Low If a place is available, this training would be relevant.

    Proposal 2

    Proposal based on the employee’s training needs.

    High

    The employee's need for training is essential, and training is launched throughout the year. Only one high-priority request can be selected per employee per year.
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    Examples of comments associated with the request:
    Training is essential to the daily running of current assignments.
    It will have a direct impact on customer satisfaction.
    Ideally, the training should be carried out immediately.
    The employee has not had any training for over 12 months.
    Medium

    The employee's need for training is significant. Training would be useful to plan this year if the budget allows.
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    Examples of comments associated with the request:
    Training is necessary for future projects.
    It will have a positive impact on the team.
    To be effective, training must be carried out within the next 3 to 9 months.
    The employee has not had any training for more than 6 months.
    Low

    The need for training is a “plus.” If a place is available, this training would still be relevant.
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    Examples of comments associated with the request:
    The training is necessary for the next position.
    It will mainly have an individual impact.
    To be effective, the training must be carried out in more than 9 months.
    The employee has recently had training.

    Proposal 3

    Proposal based on the need for training in order to achieve the company’s objectives and the employee’s career plan.

    High The gap between the current skill level required to achieve company objectives and the expected level is significant, or will be if no training is carried out in this half year.

    The HR department will provide training as soon as possible and no later than the end of the semester.
    Medium The gap between the current skill level required to achieve company objectives and the expected level is average, or will be if no training is carried out in this half of the year. Or when the gap between the employee’s current skill level and the expected level in relation to their career plan is high, or will be if no training is carried out in this half of the year.

    The HR department commits to launching training sessions during the half year if there is any budget left after processing the “High” priority requests (or if subsidy solutions can be found).
    If this is not the case, the priority of the request will be updated for the next half year for a new analysis.
    Low The gap between the current skill level required to achieve company objectives and the expected level is low, or will be if no training is carried out in this half of the year. When the gap between the employee's current skill level in relation to their career plan and the expected level is average or low, or will be without training during the semester.

    The HR department will plan training over the semester only if grant solutions can be found.
    If not, the priority of the request will be updated for the next semester for a new analysis.

     

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