Are you developing a training plan to address a specific performance gap?

A performance gap may have been identified through staff appraisal, feedback or direct observation. Be careful to ensure that the areas of knowledge and skills needed to address the gap are clear. 

Do you need to address a growth gap?

If so, carefully identify which areas of knowledge and skills are needed, and by whom, to help reach your business goals. Consider referring to job descriptions or lists of competencies if you have them or using competency frameworks such as those within an NVQ programme. 

Do you want to address an opportunity gap in the market?

For example, the opportunity may be the result of a new service that you are considering or that is being commissioned in your local area. If so, is there training being provided locally or is there a service specification? Are there members of staff with existing skills who you could assign as coach or mentor to train a new or inexperienced member of staff?

Are there timelines that you should consider in your plan?

Do you have to accomplish elements of your plan by a certain date or within a specific time frame? If so, this may influence your choice of training programme or activity.