Attached is a training plan draft, there are two sections that need to be added. You will find the information for the missing sections in the Training Template PDF file. the sections that need to be completed are also highlighted on the file.
Also please note the comments below for the already completed portion,
The key moving forward is to customize and nuance your program to FPL and the specific version of the problem you are seeing. This is best done through a detailed and leveled analysis.
Make sure you have the right measures at the right levels.
1. Try to get more specific and direct with you performance measures (both expected and actual) at each of the three levels
2. Make sure that you are appropriate with your measures at all three levels. There is a resin for the distinction and multi level approach.
Ensure the proper breakdown of your analysis into more specific and granular parts including the organizational, operational, and personal level. The reason why this distinction is critical is to ensure that your analysis truly assesses and locates the discrepancies present. If one were to not look at the organization across these three levels, one may miss the actual locus or cause of the discrepancy, leading to failed training before the training has even begun.
By looking at all three levels, you ensure a comprehensive analysis was done. At the personal level, the analysis focuses on the attributes and characteristics of the employee (not the job) and whether or not there are gaps or discrepancies between what is expected of the employee and what the employees is actually doing on the job.
Remember there is an (1) employee, (2) filling a job, that serves the (3) goals of the organization.
At the operational level you are assessing whether or not there is a discrepancy or gap in the tasks, duties, and responsibilities of the job. This is different from the person analysis, as the focus is on the job itself and not the employee fulfilling that job.
The organizational level analysis looks at the firm level outcomes and consequences that occur when there are discrepancies or gaps in either the person or operational level, as well as any firm level discrepancies.
Include specific and measurable metrics of your expected an actual performance at each of the three levels of your analysis.
