I don't see how asking for assitance is being cheeky.
Training Plans are based on a Training Matrix, so suggest you develop the Matrix first. Basically, along one axis (I use the y-axis), list all of the positions within the organization and along the other axis (x for me), list all documentation, skill sets, modules, etc. that are required/developed in your company.
The simplest way to do this would be to put a big X where each position needs a certain document/module/skill and colour-code the fill - Red (not scheduled or achieved), Yellow (scheduled but not yet complete), Green (complete), Blue (trained and able to train others).
I have heard of some companies that also put the date in each cell for when the training is due by, but that might be a bit cluttered for you.
Once the Matrix is done, the Training Plan lists the name and position and training due date. And then lists all the necessary training, leaving room for signatures/initials and training completion dates.
Training records are, to me, the completed Training Plan. Or you can create templates that show topics and dates and instructors, while leaving room for attendees to sign. This kind of record is ideal for group meetings where concepts impacting the system are discussed.
I once audited a system where evidence of completed training was shown via attendance rosters. This system's weakness was revealed in that it did not show who did not receive the training. The matrix solves that problem.
