Study guide
2.5 Training & Development
Project Management Professional PMP
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1 Chapter 1: Introduction & Fundamentals
1.1 About the PMP Exam 1.2 What is a Project? 1.3 Project, Program & Portfolio Management 1.4 The Project Manager Role 1.5 PMBOK 7 Principles Overview 1.6 Performance Domains Overview 1.7 What Changed in the July 2026 PMP Exam
2 Chapter 2: People Domain Part 1
2.1 Managing Conflict 2.2 Leading a Team 2.3 Supporting Team Performance 2.4 Empowering Team Members 2.5 Training & Development 2.6 Building a Team 2.7 Removing Impediments
3 Chapter 3: People Domain Part 2
3.1 Negotiating Project Agreements 3.2 Collaborating with Stakeholders 3.3 Building Shared Understanding 3.4 Engaging Virtual Teams 3.5 Defining Team Ground Rules 3.6 Mentoring Stakeholders 3.7 Emotional Intelligence
4 Chapter 4: Process Domain - Planning
4.1 Determining Project Methodology 4.2 Integrating Project Planning 4.3 Planning & Managing Scope 4.4 Planning & Managing Schedule 4.5 Planning & Managing Budget 4.6 Planning & Managing Quality 4.7 Planning & Managing Resources 4.8 Planning & Managing Procurement
5 Chapter 5: Process Domain - Execution & Control
5.1 Executing with Urgency for Value 5.2 Managing Communications 5.3 Assessing & Managing Risks 5.4 Engaging Stakeholders 5.5 Managing Project Changes 5.6 Establishing Project Governance 5.7 Managing Project Issues 5.8 Managing Project Artifacts 5.9 Knowledge Transfer & Closure
6 Chapter 6: Business Environment Domain
6.1 Planning & Managing Compliance 6.2 Evaluating & Delivering Benefits 6.3 External Environment Changes 6.4 Supporting Organizational Change
7 Chapter 7: Agile & Hybrid Approaches
7.1 Agile Mindset & Values 7.2 Scrum Framework 7.3 Kanban & Lean 7.4 Extreme Programming (XP) 7.5 Hybrid Project Management 7.6 Agile Planning & Estimation 7.7 Agile Metrics & Tools
8 Chapter 8: Predictive (Waterfall) Approaches
8.1 Predictive Lifecycle 8.2 Scope Management 8.3 Schedule Management 8.4 Cost Management 8.5 Quality Management 8.6 Risk Management Process 8.7 Procurement & Contracts 8.8 Change Control
2.5 Training & Development
Key Takeaways Explain This Topic AI
Competency assessment identifies gaps between current skills and required capabilities for project success
Training options include formal training, on-the-job learning, mentoring, coaching, and self-study
Resource allocation for training must balance budget, time, and project schedule constraints
Training effectiveness should be measured through post-training assessments and performance observation
- Training is an investment in project success and team member development, not just a cost
- Last updated: October 2026
Ensuring that team members and stakeholders are adequately trained is essential for project success. The 2021 ECO listed this as People Task 5. The 2026 ECO has no separate training task, so expect it inside team-leadership and resource-planning scenarios (People Task 3 and Process Task 4). The topic covers identifying training needs, selecting appropriate training methods, allocating resources, and measuring training effectiveness. Project managers who invest in team development see better outcomes and higher engagement.
The Training Process
Training and development follow a systematic process:
- Assess Competencies - Identify required skills and current gaps
- Determine Training Needs - Define what training is needed
- Select Training Options - Choose appropriate delivery methods
- Allocate Resources - Budget time, money, and facilities
- Deliver Training - Execute the training plan
- Measure Outcomes - Evaluate effectiveness and improvement
- Competency Assessment
Before training can be planned, project managers must understand the skills required for the project and the current capabilities of team members.
Identifying Required Competencies
- Competency Type Description Examples
- Technical Job-specific knowledge and skills Programming languages, tools, methodologies
- Business Industry and domain knowledge Financial regulations, healthcare processes
- Interpersonal People skills Communication, collaboration, negotiation
- Project Management PM knowledge and practices Planning, risk management, stakeholder management
- Gap Analysis Process
- Step Activity Output
- 1. Define Requirements List competencies needed for project success Skills matrix
- 2. Assess Current State Evaluate team members' existing skills Individual assessments
- 3. Identify Gaps Compare required vs. current Gap analysis
- 4. Prioritize Rank gaps by criticality to project Priority list
- 5. Plan Training Create development plans Training plan
- Assessment Methods
- Method Description Best For
- Self-Assessment Team members rate their own skills Initial screening, engagement
- Manager Assessment Supervisor evaluates skills Performance context, development goals
- 360-Degree Feedback Input from multiple sources Comprehensive view, interpersonal skills
- Skills Testing Practical demonstrations or exams Technical competencies
- Observation Watch team members perform Applied skills, behaviors
- Caution: Deficiency-Blindness
People are often unaware of their own gaps. Engaging others in the assessment process provides a more accurate picture than self-assessment alone.
Training Options
Different training methods suit different needs, learning styles, and constraints.
Formal Training
- Type Description When to Use
- Classroom Training Instructor-led sessions Complex topics, interactive learning
- Online Courses Self-paced e-learning Scheduling flexibility, distributed teams
- Workshops Hands-on skill building Practical application, team building
- Certifications Formal credential programs Professional development, credibility
- Conferences Industry events and sessions Networking, emerging trends
- On-the-Job Training
- Type Description When to Use
- Mentoring Experienced person guides development Long-term growth, career development
- Coaching Focused improvement in specific areas Performance issues, skill building
- Shadowing Observing an experienced practitioner New roles, process understanding
- Stretch Assignments Challenging tasks beyond current role Development through experience
- Pair Programming Two developers work together Knowledge transfer, code quality
- Self-Directed Learning
- Type Description When to Use
- Books and Articles Self-study resources Foundational knowledge
- Video Tutorials Online learning videos Technical skills, demonstrations
- Practice Projects Hands-on experimentation Skill application
- Professional Communities Forums, groups, meetups Peer learning, networking
- Resource Allocation for Training
Training requires investment of time, money, and other resources. Effective allocation balances multiple constraints.
Budget Considerations
- Category Examples
- Course Fees Tuition, registration, certifications
- Materials Books, software licenses, equipment
- Travel Transportation, lodging for in-person training
- External Trainers Consultant or expert fees
- Internal Trainer Time Salary for staff conducting training
- Opportunity Cost Work not done while training
- Time Considerations
- Factor Approach
- Project Schedule Schedule training during less critical periods
- Team Coverage Stagger training to maintain project progress
- Learning Curve Allow time to apply new skills
- Iteration Planning In Agile, include training in capacity planning
- Predictive vs. Adaptive Approaches
- Environment Training Approach
- Predictive (Waterfall) Training planned upfront, scheduled in project plan
- Adaptive (Agile) Training incorporated into sprints, backlog items for learning
- Measuring Training Effectiveness
Training is an investment - measuring its impact ensures value is realized.
Kirkpatrick's Four Levels of Evaluation
- Level What It Measures Methods
- 1. Reaction Did participants enjoy the training? Surveys, feedback forms
- 2. Learning Did they gain knowledge or skills? Pre/post tests, demonstrations
- 3. Behavior Are they applying what they learned? Observation, performance reviews
- 4. Results Did it impact project/business outcomes? Metrics, KPIs, ROI
- Measuring Training Outcomes
Metric Description
Completion Rates Did participants finish the training?
Assessment Scores How well did they learn the material?
Skill Application Are new skills being used on the project?
Performance Improvement Has work quality or productivity improved?
Certification Achievement Did they earn the credential?
Continuous Improvement
Training programs should be refined based on feedback:
What worked well?
What could be improved?
Were learning objectives met?
Is follow-up training needed?
Training as Development
Training is not just about filling gaps for the current project - it's about developing team members for long-term success.
Individual Development Plans (IDPs)
Component Description
Career Goals Where does the team member want to go?
Skill Gaps What's needed to get there?
Development Actions Training, experiences, and mentoring
Timeline When will each action occur?
Success Measures How will progress be evaluated?
- Benefits of Development Focus
- Engagement - People value employers who invest in them
- Retention - Skilled employees are less likely to leave
- Performance - Better skills lead to better work
- Succession - Develop future leaders
- Adaptability - Team can handle changing requirements
- Key Points for the PMP Exam
- Competency assessment identifies gaps between required and current skills
- Multiple training options exist - select based on need, learning style, and constraints
- Resource allocation includes budget, time, and opportunity costs
- Measure effectiveness using Kirkpatrick's levels or similar frameworks
- Training is an investment in project and individual success