Page 10 - Workbased Training COREL test 8.cdr

3. The training plan

c. Coaching and Counselling
This training is given to the managerial level people, wherein the senior or the
manager gives instructions to the immediate subordinate to carry out the day to
day functioning.
It is again a one-to-one training method, where the manager is considered as a
mentor to the subordinate and guides him in the situations of difficulty. See more
on pg. 10.
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3. The Training Plan
a. Why is it required to have a plan
The training plan is a pillar of the on-the-job training programme. There are goals,
needs of the trainee and employer, responsibilities, and the basic principles of the
training provided. Under this plan, there are knowledge, competencies and skills
evaluated before the training begins and identified the objectives for the trainee to
reach. Moreover, there are key persons, responsible for training at-job-place,
identified. Basically, the plan provides the background knowledge on the process
of the training and ensures the success of it.
b. The beneficiary's responsibilities and tasks
The responsibilities and task for each of the trainees will be determined by the
employer, and will vary for each job and for each employer. Given that many of the
trainees are likely to be low skilled and could potentially have minimal work
experience, we recommend that the job and duties to be performed are of entry
level standard and with a low amount of responsibility to begin with. The employer
will be supported by the partner organizations in designing the most appropriate
job description if required.

c. Job description
Overall, trainees need to develop soft skills as well as technical skills throughout
the training programme. Creation of the Job description in conjunction with the
employer is the start of the training programme and forms the basis of the training
programme. The job description has to be prepared before the final beneficiary
enters the on-the-job training. The job description should be prepared in
conjunction with employers (if more time is necessary, partners together with the
employer or his/her appointed person should keep on working on the job
3. The training plan description after the training). The Job description will help to keep track of the
skills that the beneficiary is learning and is also a guide for the support assessment
of his/her skills at the end of the training path.

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