Structured training needs for HR
Bring employee requests together in a training campaign. Each manager works within their scope, while human resources retains an overview to assess training needs across the company.
FOR HR MANAGERS, HR DIRECTORS AND TRAINING LEADSHR managers,
HR managers,
build your annual training plan.
Bring employee training needs together, coordinate managers and prepare your company’s annual training programme. A training-management workspace designed for HR teams in Morocco.
Part of the CHORAKAE family · Français, العربية, English
01Simple needs collection for teams
02An annual plan led by HR
03Private information by role
A workspace built for
everyday HR planning.
Preparing an annual employee training plan brings HR managers, line managers and employees together. Plan2Formation gives the process a shared structure: assess training needs, develop skills and organize decisions about the annual programme.
A prioritized annual programme
Connect needs to business objectives, identify participants and prepare training groups. HR retains the original requests and later changes as the annual plan takes shape.
A clear training budget
Separate duration, pricing units and cost assumptions. Training leads can prepare provider consultations and compare quotations, while HR retains the provider decision.
A world of learning.
Real workplace needs.
From management and digital tools to safety and technical skills, connect learning to the situations your teams face at work.
Management & leadership
Support teams and develop leadership skills.
Professional communication
Listen, exchange ideas and present with clarity.
Digital & office skills
Build confidence with everyday digital tools.
Marketing & customer relations
Understand expectations and improve service quality.
Human resources
Develop talent and support professional growth.
Finance & management
Understand the numbers and inform decisions.
Quality & continuous improvement
Improve working practices and process reliability.
Industry & maintenance
Strengthen practical technical skills.
Workplace health & safety
Prevent risks and practise appropriate responses.
Logistics & supply chain
Organize flows and coordinate operations.
Languages for work
Build confidence in professional language use.
Project management & organization
Turn ideas into priorities and action.
Detailed programmes are available within an authorized company workspace.
Open my workspace ↗Your annual training plan,
in four HR steps.
From training needs assessment to budget preparation, human resources retains the overall view and final decision.
Express
Start your annual training-needs campaign. Employees describe their needs through personal links, while managers add context about their teams.
Prioritize
HR managers connect requests to business priorities. They assess managers’ proposals and keep a record of decision revisions.
Consolidate
Structure the annual programme: objectives, participants, duration and groups. Explicit estimates help HR prepare the training budget.
Consult
Prepare provider consultations against a common scope. Purchasing compares offers and recommends; HR selects the training providers.
SIMPLICITY STARTS WITH TRUSTEach role sees
Each role sees
what it needs.
Gathering training needs should not expose the whole company’s data. Access follows teams and responsibilities.
- Employees can return only to their own requests.
- Managers work within their branch, without prices.
- Purchasing compares quotations, without internal budgets.
- Providers see only their own invitations and offers.
Practical guidance for your HR team.
01 / PRACTICAL GUIDEBuild an annual HR training plan
Turn HR priorities into an annual training programme.
Read the guide ↗
02 / PRACTICAL GUIDECollect training needs with HR
Organize input from employees and line managers.
Read the guide ↗03 / PRACTICAL GUIDEPrepare the annual training budget
Budget the training plan using explicit assumptions.
Read the guide ↗Questions about annual HR training planning
Who leads the annual training plan?
HR managers, HR directors or training leads coordinate the process. Line managers add team context and employees express their needs. Human resources connects those contributions to the company’s priorities.
How can HR collect employee training needs?
Organize an annual campaign, choose the teams involved and give employees a simple way to describe their needs. Managers add job context and HR reviews priorities before preparing the programme.
How do training needs become an annual programme?
HR assesses objectives, chooses training actions and defines participants, duration and groups. Estimates and provider consultations inform the annual training budget, while decisions retain their context.