Stay informed
Subscribe to our newsletter, our monthly look at food and non-food quality management.
Employers in Belgium are finding it increasingly difficult to find well-trained employees to fill open vacancies. Moreover, it is not easy to bind employees to an organization. Therefore, it is important to invest in employee learning and development opportunities. A training plan not only motivates current employees, but also new and future employees to stay by offering growth perspectives.
On the one hand, a training plan consists of an overview of competencies employees need to perform their jobs. On the other hand, it also describes how employees can acquire these competencies. Here the organizational goals are central as they form the basis for the organization's training requirements. By looking at what employees can already do and how they need to develop in order to achieve the (new or current) organizational objectives, training needs are identified. This helps guide employee development and ensures that the right competencies are in place. Moreover, this facilitates change among employees in the company.
Employees thus see and have internal opportunities for advancement, which ties them to the organization longer. Through a training plan, employees develop seniority (under supervision). This makes them more broadly employable, making the organization as a whole more agile and flexible for the future. Moreover, as a result, employees are generally more satisfied because they experience more job satisfaction and less stress, which in turn has a positive impact on sick leave and attrition. Ultimately, structural investment in learning and development is therefore cost-saving. The training plan is a useful overview of the available supply, even if training is purchased from different parties such as Précon.
Since the law of October 3, 2022 containing various labor provisions, it is mandatory for an employer of an organization with at least 20 employees to establish a training plan. A training plan is one component of the training policy. This training policy determines how organizational objectives will be achieved by supporting employee learning and development. The training plan then details the learning and development resources needed to achieve these organizational objectives.
A training plan can be created at three levels:
In a learning line per job category, the organization defines what job-obligatory knowledge, skills and competencies are for employees. These aspects, such as what training and/or experience is required, are often described with keywords in job descriptions, work processes and job ads. For example, a learning line can be created for each job group with the training that is already in house, in order to determine which training is still missing. Further development advice for future training can then also be given.
Valuable additions to the training plan or individual personal development are a 360° feedback, an overview of side tasks and/or a portfolio folder. This reflects the employee's additional competencies and attitude in addition to the actual job.
Précon advises and supports companies in drawing up a training plan, possibly in combination with the purchase of our e-learning subscription. This subscription provides access to the full online range of public training of Précon, so employees can decide where, when and how the training is followed. This way, the training can be followed at one's own pace and the obtained certificates end up in our learning management system (LMS) Elzi.
Three types of training are distinguished by function:
For example, a given job group may include the following general and job mandatory training:
In addition, a training plan can demonstrate in an audit that the competencies of employees are safeguarded, and provides a set schedule of training courses to be attended on a quarterly basis. This works directly on increasing quality awareness among employees. In addition, the distribution of the training courses over a longer period of time ensures that it remains manageable for the employees to attend the basic and mandatory training courses as well as to keep the employees interested.
With our e-learning subscription, the training plan can be fully set up from our LMS Elzi. For example, employees can be enrolled in the desired job group which automatically links them to all job requirements and relevant trainings. In addition, reminders can be set so that the trainings are attended on time. In this way, our system can save the organization a lot of work.
Précon can support your company by setting up the learning and development opportunities through our LMS Elzi. Moreover, Précon can provide further support by advising on the training plan and its development can even be completely transferred to Précon. Would you like to know more about our possibilities? Then check out the training plan page or contact us at +32 11 26 99 07 or email learning@precon.group.
Subscribe to our newsletter, our monthly look at food and non-food quality management.