Understanding The Training Cycle
The training function within an enterprise can be depicted as a cycle such as the one shown in Figure 1-1. The main stages in the cycle are as follows:
Setup Stages
1. Define competence/skill requirements of business: define the competencies/skills (qualifications, knowledge and experience) your enterprise requires from its current staff and future applicants.
2. Assign competence/skill requirements to organizations, jobs, and positions: assign your overall business requirements to particular structures within your enterprise.
3. Assess competence/skill achievements and competence/skills gap: evaluate your current employees and applicants, then conduct a development needs analysis to identify the gap.
4. Design or identify development activities: develop new internal training activities or identify external activities that will supply the competence/skills required to close the gap.
5. Price activities: create budgets for running activities and enter them on price lists, if appropriate.
6. Group activities into programs: group activities into training programs that will be advertised on your schedules.
7. Identify resources and suppliers: identify the equipment, venues, trainers and other resources required to run your activities, and build up a database of resources you can book.
User Stages
8. Schedule events and book resources: create events, with dates, for your training activities and book the resources required to run them. Manage payments to resource suppliers.
9. Manage charges and commercial relationships: set up special discount and bulk purchase agreements for customers, if appropriate.
10. Nominate students to events: begin enrolling students on events.
11. Manage enrollments and cancellations: handle multiple enrollments through stages such as nominated, waiting list, confirmed or cancelled, issuing standard letters as required. Manage invoicing to paying customers.
12. Manage attendance and record achievements: after events, record results including attendance levels and competencies/skills attained.
13. Evaluate activities: assess their effectiveness and compare actual revenues and spending with budgets.
14. Appraise students: evaluate the longer term impact of training activities.
You can use Oracle Training Administration, with the other Oracle Applications, to support just as much of the training cycle as you require.
See Also
Overview of Oracle Training Administration - Meeting Your Business Needs
Setup Overview
