In our 15 plus years as a specialist training & development strategy consultancy, we have accumulated a great deal of experience. Some of that experience we have captured in guidance notes, tools, templates and examples. These documents are not theoretical treatises. They contain highly practical, user-friendly advice which has proven valuable for the effective development of people in leading organisations. This page contains some of these guidance notes, tools, templates and examples and we are happy to let you download them for free.

In recent years we have received an increasing number of requests to share our specialist expertise through strategic training & development seminars. It is has been our privilege to do this at seminars we have delivered not just in Europe but in Africa, the Middle East and SE Asia. We are pleased also to make available to you for free some extracts from our core seminar materials.

All of the resources provided on this page are for you to use without obligation, providing that the copyright continues to be acknowledged. If you would like a Microsoft Word version of any of these documents, please e-mail your request to info@strategies4training.co.uk and we will send the document(s) to you. This too would be free of charge and without obligation but with the same condition that the copyright must continue to be acknowledged.

Training & Development Strategy - Example Headings
This document contains some example headings for a training / learning & development strategy document. This is intended as a useful checklist of things to consider, rather than as a prescriptive approach. It is important for organisations to develop a training / learning & development strategy which is highly specific to their needs, both in form and content, but this checklist is a valuable starting point.
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Training & Development Policy - Anonymised Example
This document is an anonymised example of an actual training & development policy of a leading organisation. It is a good example (otherwise we would not wish to be associated with it!) but, as with the strategy document, it is offered to give you ideas on what to consider including. A training / learning & development policy needs to reflect the specific priorities and preferences of the organisation.
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Learning & Development Plan Templates
We found that even experienced training / learning & development professionals sometimes struggle when trying to capture their specific plans on paper. Recognising this difficulty, we developed a series of templates which were then critiqued by other highly experienced Human Resources (HR) professionals, "road-tested" with blue-chip organisations and then refined into their current form. They come complete with guidance notes.
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Training & Learning Needs Analysis - Diagnostic Framework
This innovative four-level diagnostic framework is a starting point for organisations wanting to determine the key development needs of their employees. The framework, which is in the form of a grid, helps HR professionals in analysing learning needs, suggests the issues which need to be addressed and offers guidance on the appropriate questions to pose. The framework also comes complete with its own guidance notes.
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Training & Development - Key Performance Indicators
The need to measure the effectiveness of the training / learning & development function is well understood. In our opinion however organisations sometimes focus their measurement activity on the wrong things. This one-pager shares our perspective on the best types of training & development "Key Performance Indicators", those which are also useful and those which are best avoided!
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Competency Framework - 5 Level Example
This document contains an example of a five-level competency framework, complete with example observable behaviours for each of the proficiency levels. These provide invaluable guidance for developing behavioural indicators for competencies in a five-level framework. The guidance can, of course, inform the development of competency frameworks with different numbers of proficiency levels. The document also contains a competency example.
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Talent Management & Succession Planning - Best Practice Summary
This document contains the results of our research into best practice in the area of talent management & succession planning, including the key challenge of how best to develop high-potential employees. We reviewed case studies and the opinions of leading exponents in the field but also checked it against our own experience working with leading organisations. We then prepared this best practice summary.
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Training Evaluation - Example Questions - 3 Levels
A delegate at one of our seminars asked us to provide example questions for evaluating a training course on completion and then 3 to 6 months later. We were pleased to oblige and the attached one-pager was the result. We must point out that the answers to these questions should not provide the only measures of training effectiveness (see also our Seminar Extract) but they should prove helpful as part of an overall evaluation system.
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Strategies for Training's Healthcheck
Our "Healthcheck" for training, learning & development is a series of 20 questions grouped under the headings of "Positioning" and "Management". If your organisation could truthfully answer yes to all 20 questions, then it would place you among a very select group of best practice organisations! The Healthcheck, which has a covering letter containing guidance, can be used as a checklist or it can form the basis of a more fundamental review.
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Seminar Extracts
We are receiving an increasing number of requests to share our specialist expertise through strategic training & development seminars. The content and design of these seminars is adapted to the needs of the specific client but some core content has evolved. The following extracts contain valuable guidance and give a flavour of a typical manual. We will be happy to advise about our range of seminar content and about how topic areas can be combined.

Seminar Extract - Addressing the Needs of Specific Groups (with a particular focus on Generation X & Y)
How to ensure that training / learning & development is targeted at the needs and expectations of specific groups.
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Seminar Extract - Building Potent Internal Networks
How to establish and get the best out of an in-house network of functional training / learning & development advisers.
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Seminar Extract - Developing Effective External Partnerships
How to select, manage and get the best out of external training / learning & development consultants.
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Seminar Extract - Training as an Investment not a Cost
Questions to address when investing in training / learning & development and how to determine success criteria.
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Seminar Extract - Designing Effective Learning Approaches
How to design learning approaches in a systematic way most likely to lead to "award-winning" results.
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Seminar Extract - Setting Effective Learning Objectives
How to set learning objectives which will bring about demonstrable improvements in workplace application.
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Seminar Extract - Evaluating Learning & Training
How to measure the improvements and how to calculate the financial benefits from your investment in training / learning & development.
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Do of course e-mail info@strategies4training.co.uk or call us on +44 (0)1372 278399 if you would like more information about how we can help your organisation in any of the areas covered by these resources.