Training employees is an important part of running a successful business in any industry. It’s important for employees to regularly update their skills, gain new expertise and learn new areas of the business. Before an organization decides to implement employee training, they need to review a training proposal. Whether you’re part of an external organization that is proposing training to a client or you’re working to establish training in your own company, a training proposal can help you get started.

Establish the Goals of the Training

A training proposal can help a business decide whether or not they should invest in the training program. As a result, it’s vital to show what the return on investment will be. When writing a training proposal, start by stating the goals of the training. What is the organization trying to do by having a training session?

For example, if a company is thinking of having each employee partake in conflict resolution training, their main goal may be to ensure that all members of their staff know how to diffuse tense situations. If an organization is thinking about undertaking training for a new software, its main goal may be to increase the efficiency of their organizational processes. Relate the goal to the business’s operations, not to the topic of the training.

Discuss your expertise as a trainer and how you will be able to help the company achieve those goals. Have you helped other companies achieve similar goals? If so, write those in your training proposal. Also discuss any credentials or experience that makes you unique.

Focus on the Benefits to the Company

When developing a proposal for conducting a training program, it’s critical to focus on the benefits to the organization rather than the features of the training. Remember that training programs may cost the company a considerable amount, so they need to ensure that they will see a return. As a result, you need to tie the advantages of the training to business benefits.

When describing your training in the proposal, speak about how the training will affect the company after it has been implemented. For example, if you’re delivering health and safety training to warehouse employees, your proposal should speak about how the company will be able to reduce the number of accidents and injuries their employees have. As a result, they may be able to reduce legal disputes as well.

If you have data that backs up your claims, provide this in the benefits section of your training proposal. For example, “Clients note a 10 percent decrease in workplace accidents after employees have completed our workplace safety training.” This helps to convince the organization of the benefits of your training program.

Provide a Few Options in Your Proposal for Training Services

Unless you have a very clear idea of the company’s training budget and resources, it’s wise to present a couple of options for training programs. You can provide options that vary in price or time. For example, provide a high-cost and low-cost option, or provide a one-day training and three-day training option.

You can also present different delivery methods of training. For example, the company may prefer a pre-recorded video training compared to a live training seminar. When you give the company options, they can find the training that best works for their situation.

Offer an Evaluation Plan

Your training proposal should include an evaluation plan. How will you determine whether the training has achieved the goals the company set out to do? How can you measure the success? Tie your evaluation plan back to the company’s main goal for the training and the benefits you have promised them.

For example, if the company’s goal for operations training was to increase the efficiency of their management team, you can evaluate the training by focusing on specific processes before and after the training. Measure how long it takes a manager to create the weekly schedule before and after the training, for example. This helps the company to see how successful the training was, and will help them decide whether or not they will participate in future training.