How often should you review and update your training policies and procedures?

1 Assess your needs

The first step to review and update your training policies and procedures is to assess your current and future training needs. This involves identifying the skills, knowledge, and behaviors that your staff need to perform their roles and achieve your organizational goals. You can use various methods to conduct a training needs analysis, such as surveys, interviews, observations, performance reviews, or feedback from customers and stakeholders. Based on the results, you can prioritize the most critical and urgent training gaps and opportunities.

2 Align with your strategy

The next step is to align your training policies and procedures with your organizational strategy and vision. This means ensuring that your training objectives, content, methods, and resources support your mission, values, and culture. You also need to consider how your training aligns with the external factors that affect your industry, such as regulations, standards, trends, or competitors. You can use tools such as SWOT analysis, PESTEL analysis, or benchmarking to evaluate your external environment and adapt your training accordingly.

3 Update your content

The third step is to update your training content to reflect the latest information, best practices, and innovations in your field. You can use various sources to find new and relevant content, such as industry publications, online courses, podcasts, webinars, or experts. You can also use feedback from your staff, trainers, and customers to identify what works and what doesn't in your current content. You can then revise, add, or remove content as needed to make it more engaging, accurate, and useful.

4 Evaluate your methods

The fourth step is to evaluate your training methods to ensure that they are suitable for your audience, objectives, and context. You can use different methods to deliver your training, such as classroom, online, blended, or on-the-job. You can also use different formats, such as lectures, workshops, simulations, games, or quizzes. You can also use different techniques, such as storytelling, case studies, role plays, or feedback. You can use Kirkpatrick's four-level model to evaluate the effectiveness of your methods in terms of reaction, learning, behavior, and results.

5 Review your resources

The fifth step is to review your training resources to ensure that they are sufficient, appropriate, and accessible. This includes the human, financial, and physical resources that you need to plan, implement, and monitor your training programs. You need to assess the availability, qualifications, and performance of your trainers, coaches, mentors, or facilitators. You also need to assess the budget, costs, and return on investment of your training programs. You also need to assess the quality, quantity, and maintenance of your equipment, materials, and facilities.

6 Document your changes

The final step is to document your changes in your training policies and procedures. This means updating the written documents that define the purpose, scope, roles, responsibilities, standards, and processes of your training programs. You need to ensure that your documents are clear, consistent, and compliant with the relevant laws and regulations. You also need to communicate your changes to your staff, trainers, and stakeholders. You also need to store your documents in a secure and accessible location.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?