Six Steps of Training Process

A training process can be subdivided into six major steps as discussed below.

Step 1: Needs Assessment

This is the first step of the training process and it involves identification, assessment and evaluation of the various training needs of the employees and the organization as a whole. It aims at spotting various employees in the sections or departments of the organization that may require additional training. Needs assessment involves evaluating the organization as a whole or organizational analysis, assessment of individual employees’ needs usually referred to as personal analysis and finally assessing the training niches of various tasks (task analysis).

Step 2: Preparing Employees for Training

The second step is to prepare employees psychologically for the training. This involves creating a positive attitude towards the training programs as well as motivating employees to acquire new skills to top up the basic knowledge they already possess.

Step 3: Creation of a Learning Friendly Environment

Thirdly, a conducive environment for training must be created. Here, the training objectives are identified, expected results and other resourceful materials that may be required during the training are sourced. It also involves planning, coordination and scheduling of the training program (Leatherman 2007). The management may also seek feedback from employees concerning their expectations from the training program. This ensures smooth administration and management of the training programs.

Step 4: Transfer of Training

This stage involves formulation of various strategies for self-management and group or team training management. Trainers are encouraged to consult with their peers as well as their seniors. This stage builds trust, open communication and facilitates exchange of ideas during the training.

Step 5: Selection of Training Methods

At this stage, the most appropriate methods or techniques to be used during training are identified. Various methods such as presentations and hand-on training may be deemed appropriate depending on the resources available and the goals of the organization on carrying out the training. Occupations that require technical skills may need on-the-job training. On the other hand, organizations that have a large pool of trainers may prefer to use group training methods (Wills 1998).

Step 6: Evaluation of Training Programs

This is the last stage and it involves pointing out the outcomes of the entire training program. An appropriate evaluation technique is applied to assess the outcomes against the expected or projected results. Moreover, other factors such as cost-benefit analysis, impact on productivity, time duration and ease of acquisition and application the new skills in organization’s operations are also evaluated.