Building Skills for a Smarter Professional Workforce

In today’s competitive and rapidly evolving Sri Lankan economy, employee training is no longer a luxury — it’s a necessity. Whether in the apparel, logistics, or manufacturing sector, a structured training plan helps businesses bridge skill gaps, improve performance, and retain top talent.

A good training plan does more than schedule workshops; it aligns learning with business goals, employee needs, and future growth. This guide walks you through how to create a clear, measurable, and sustainable training plan suited to Sri Lanka’s modern workforce.

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1. Why a Training Plan Matters

Employee training builds the foundation for productivity, safety, and innovation. In Sri Lanka, where many industries depend on skilled labor, an effective training plan ensures employees can adapt to new technologies, processes, and international standards.

Companies that invest in structured learning programs saw a 23% increase in productivity and a 19% decrease in turnover.

Without a plan, training becomes ad hoc — wasting time, money, and motivation. A structured approach creates consistency and accountability.

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2. Step-by-Step: How to Create a Training Plan

Step 1: Conduct a Training Needs Analysis (TNA)

Start by identifying what skills your employees need to perform better.
This can be done by:

• Reviewing performance appraisals
• Interviewing department heads
• Observing workplace behavior
• Comparing current vs. desired performance

For example, a logistics company may discover drivers need refresher training in safe handling and digital route tracking, while a garment factory may identify a need for lean manufacturing or compliance awareness training.

Step 2: Define Clear Learning Objectives

Each training session must have measurable outcomes.
Ask yourself:

• What should participants know or do differently after training?
• How will success be measured — output, quality, or safety improvement?

Example:
Objective – “By the end of the training, sewing machine operators will reduce defect rates by 10% through improved handling techniques.”

Step 3: Identify Training Methods

Different roles require different training approaches. Choose from:

• On-the-job training (OJT) – hands-on coaching, ideal for factory or warehouse staff.
• Classroom training – lectures, discussions, compliance sessions.
• E-learning – ideal for hybrid or geographically spread teams.
• Workshops / simulations – for problem-solving and soft skills.
• External certifications – NVQ or vocational courses for advanced upskilling.

➡️ External Source: TVEC Sri Lanka – Vocational Qualifications Framework

Step 4: Develop the Training Calendar

Plan training sessions across the year. Include:

• Topics
• Trainers / Facilitators
• Duration
• Department
• Target participants
• Cost / budget estimate

Tip: Align sessions with off-peak production months to minimize disruption.

A Training Calendar Template can be built in Excel or HRIS systems — making it easy to monitor progress and attendance.

Step 5: Prepare Training Materials and Logistics

Quality training materials make learning effective. Use:

• Real workplace scenarios
• Visual aids, manuals, and role-play
• Bilingual content (Sinhala / Tamil / English)

Arrange logistics early — venue, projector, refreshments, transport, and attendance sheets.

Step 6: Implement and Engage

When conducting training, remember that engagement matters more than duration. Encourage interaction:

• Ask participants for examples from their work.
• Group activities and quizzes keep interest high.
• Recognize participation — certificates or internal shoutouts boost morale.

Step 7: Evaluate Training Effectiveness

A good training plan doesn’t end with attendance. Measure the impact using the Kirkpatrick Model:

1. Reaction – Did participants enjoy the training?
2. Learning – Did they gain new knowledge or skills?
3. Behavior – Are they applying it at work?
4. Results – Did performance or quality improve?

Gather feedback forms, compare KPIs, and adjust future training accordingly.

➡️ External Source: ILO Sri Lanka – Skills for Decent Work Initiative

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3. Align Training with Company Strategy

Training must support your business objectives — not run separately.
For example:

• If your company is expanding exports, train staff in international quality standards.
• If digital transformation is a goal, offer IT literacy and ERP workshops.

By aligning learning with strategy, HR proves the ROI (Return on Investment) of training to management.

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4. Budgeting and ROI Calculation

A typical training budget in Sri Lanka ranges between 1%–3% of total payroll costs (CIPM data).
Track:

• Cost per participant
• Training hours per employee
• Improvement in key performance indicators (KPIs)

Example ROI Formula: ROI (%)= Training Benefits – Training Cost / Training Cost ​×100

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5. Gen-Z and the Future of Learning

Gen-Z employees (born 1997–2012) expect interactive, fast-paced, and tech-integrated learning.
To engage them:

• Use mobile-based microlearning and videos.
• Incorporate gamification (badges, leaderboards).
• Offer career-linked certifications that enhance employability.

These practices not only attract young talent but also encourage continuous learning across all generations.

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6. Example: Apparel Industry Training Plan Snapshot

Month	Topic	Target Group	Method	Trainer	Expected Outcome
Jan	Safety & PPE Awareness	Machine Operators	On-the-job	EHS Officer	Fewer workplace accidents
Mar	Quality Control Basics	Line Leaders	Workshop	QA Manager	Reduce defects by 10%
Jun	Lean Manufacturing	Supervisors	External Course	SLITA	Process efficiency up by 15%
Sep	Leadership Skills	Executives	Seminar	HR Dept	Improved team management

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