May's theme on TrainingZONE: The training cycle

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In May, TrainingZONE will be looking at the training cycle. We want to follow the whole process as it really happens, from the identification of a skills need through analysis, selection and delivery of training, putting it into action, application of skills learned and evaluation through to the renewed process.

Among the issues we'll be tackling:

  • Where does the impetus for training come from: Employees, managers or the training function, or all three?

  • Where is training sourced from?

  • Are your training budgets expanding or contracting?

  • How does your training cycle operate?

  • Is the training cycle driven directly by business need?

  • Is your training cycle a formal process, or does training in your organisation work on a more ad-hoc basis?

  • What systems do you use to manage the process?

  • How is training marketed internally?

  • Do you find the increased emphasis on evaluation to be a help or a hindrance?
  • TrainingZONE features

  • Karina Ward examines what drives the Training Cycle

  • Tim Drewitt looks at some of the issues around putting learning into action.

  • Read Dr Clive Fletcher's piece on getting appraisal back on track.

  • Read our members responses on what managing training means to them here and here

  • Read the first in our series of editorial pieces examining each stage in the training cycle - first up, analysing and identifying needs.

  • Read the second in our series of editorial pieces on sourcing training.

  • Read the third in our series of editorial pieces on delivering training

  • Read Nigel Wood's article on whether the training cycle is a help or a hindrance.

  • The final article in our series looks at monitoring and evaluating training.
  • We're inviting TrainingZONE members to contribute features, points of view, opinion pieces, questions, answers and tips. E-mail us to register your interest - and share your views with 40,000 other TrainingZONE members.

    Editorial Guidelines

    Overall content: Our editorial policy is not to use material directly promoting an organisation's goods and services. Instead, we publish original contributed features containing specific viewpoints on training-related subjects, advice guides and opinion pieces commenting on customer experiences or experiences of the training market itself.

    Length of piece: 300-1000 words

    Format: People tend to scan read on the internet - it is a habit we are all developing in response to the massive amount of information available. So it's good to alert readers quickly to what you are going to put before them, by using headings through a long piece, and splitting the text into relatively short paragraphs.

    Inclusion of links: We will include a link to contributors' nominated sites and/or e-mail contact address, so that members can access further information about the author if they wish to do so.

    Access the full features listing for this year here.

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