2026 training plan: a checklist for HR and managers

In 2026, the training plan can no longer be a simple administrative or budgetary exercise. In a context marked by the transformation of professions, pressure to perform and skills shortages, it is becoming an essential part of the company's strategy. genuine strategic leverage at the service of business objectives.

For both HR and managers, the challenge is clear: better training, useful training, training at the right time. Here is a a structured, practical checklist to build a 2026 training plan that is truly aligned with your company's strategy.

1. Start with your business objectives (not the training catalogue)

An effective training plan always starts with a simple question:

What results should the company achieve by 2026?

Growth, profitability, internationalisation, digitalisation, improving service quality or retaining talent: each business objective implies key skills that need to be strengthened.

Operational checklist :
✅ Clarify strategic priorities for 2026 (within 3 years if possible)
✅ Identify the critical functions to achieve these objectives
✅ Translate each business objective into measurable skills

2. Carry out a detailed analysis of existing skills

Training without diagnosis is like investing blindly. In 2026, high-performance companies will rely on a clear, up-to-date skills mapping.

Operational checklist :
✅ Assess current skills by business and by team
✅ Identify gaps between existing skills and expected skills
✅ Prioritising deviations with a high business impact

This step avoids two common mistakes:

• training employees who are already competent,

• neglect critical but less visible skills.
  
  
  

3. Involve managers in drawing up the plan

A training plan driven solely by HR quickly shows its limitations. Managers are in the best position to identify the real needs on the ground.

Operational checklist :
✅ Organise short HR-manager interviews dedicated to skills
✅ Prioritise needs according to operational impact
✅ Co-constructing training paths with managers

4. Focus on flexible, targeted training formats

Employees no longer have time for long, generic training courses. The 2026 training plan must give priority to agile, results-oriented formats.

Operational checklist :
✅ Favour customised rather than standard training courses
✅ Mixing face-to-face, videoconferencing and short formats
✅ Integrating practical cases from everyday professional life

5. Measuring the real impact of training

Training without measuring the impact is a loss of value. In 2026, management expects concrete indicators, beyond the simple satisfaction rate.

Operational checklist :
✅ Define indicators before training
✅ Measuring changes in post-training skills
✅ Assess the impact on performance (quality, deadlines, sales, efficiency)

The 2026 training plan, a sustainable performance tool

A training plan aligned with business objectives is no longer a “plus”, but a "plus". competitiveness prerequisites. By following this checklist, HR and managers can turn training into a real learning experience. strategic investment, measurable and sustainable.

At OSAM Training, We support companies in the design of customised training plans, These are aligned with the real issues at stake, both in Switzerland and internationally.

Are you preparing your 2026 training plan? Let's talk about it.