Managerial responsibilities encompass the development of human capital, which includes training (job-related skill and knowledge building), personal and professional development (for example, attending conferences and workshops related to the profession), and education (the learning that is aimed at enabling the employee to perform more complex tasks). In the discussed case, there are no new workers, which is why the orientation elements like information on the company goals, philosophy, strategy, and standards are not necessarily required; they may be included, however, if the experience of working with the team suggests that the revision of these topics is needed.
The training, development, and education elements, however, will constitute the content of the training and development plan for the team. According to Kettner, the training part can be further divided into in-service (a program on the essential skills and knowledge for the job) and on-the-job training (learning by working under supervision). In-service training is repetitive, which is why recording the company’s best practices to develop a curriculum is advisable; if the company does not have a curriculum at the moment of plan development, the new materials will be used to create one.
My first step in the plan development would consist of research: best practices (for example, the ones shown in Kettner), the company’s (department’s) practices and views, and the previously used plans can be employed for this step. It is especially important for teaching methodology. As the manager of the team, I am likely to know their needs; still, I should solicit their recommendations, comments, and wishes on the matter. Moreover, the organization’s policies (if they are established) need to be taken into account. If deemed appropriate, comments on possible changes in the policies might also be suggested to higher-level managers. The performance standards of the company can be used to define the areas of content to be studied and goals for them.
Identification, assessment, and analysis of learning needs are important; individual plans are likely to be necessary for team members. The education and experience of each member are of direct consequence for his or her personal plan. Also, the varying experience seems to be an advantage: more experienced employees can coach the less experienced ones, and all of them must have had unique experiences that might be of interest to others. It is also possible that the coaches would need some training in coaching and supervision. Finally, it is necessary to include objectives, goals, timelines to make the achievements of the employees measurable. Expenses estimates are similarly required together with clearly defined activities and roles. Such a detailed and specific plan will ensure that the employees and myself are aware of its elements and know when and how to participate to live up to particular expectations.