ITSEMAP

Personal Development Plans

This stage involves the preparation of a short to medium-term individual training plan. It is important that each person actively participates in this process and its final objective is to achieve an optimum-level of competitive professional and individual development.

Training Programmes

Two possibilities exist for the design of training programmes:

• Programmes organised by occupation or post

Each occupation or post has a defined training programme containing three stages:

• Induction training provided before occupying the post and carried out according to existing competencies.
  
• Orientation training begun as soon as the post is occupied and on-going until the desired level of competency is reached.
  
• Refresher training designed to maintain the new level of competences and to begin developing others in line with the development plan

• Training Programmes for Cross-Company Competencies

All organisations contain cross-company competencies or knowledge that must be acquired in all occupations and posts. Examples include matters related to the environment, health and safety, risk prevention and so on.

In this service we define the level of competency to be achieved in every post and produce a specific training plan to accomplish this in each case.

Career or Professional Development Plans

These plans define the ideal professional development path to be followed in each occupation or post in order to achieve maximum performance of all associated duties and tasks.

To ensure that these ideals are reached, it is necessary to equip people with a training plan which provides appropriate tools and fitting guidance on how to attain defined goals. Only then will the necessary improvement in the quality of competencies occur.

Company Global Training Plans

After careful consideration of all identified training needs, we devise an annual or three-year training plan.

This plan incorporates examination and development of the following:

• The organisational framework of the business and the market in which it operates.
  
• Identification of the training needs to be addressed.
  
• Definition of both general and specific training objectives to be reached.
  
• Definition of the necessary training stages, including learning objectives, teaching methods, and so on.
  
• Definition of internal training procedures, including the design of training events, preparation of training materials, timeframes, selection of trainees, choice of trainers, course teaching methods and resources, training evaluation, and so on.
  
• Definition of the quality criteria applicable to the training.
  
• Description of evaluation criteria to be applied to trainers.