• Introduce a systematic approach to developing and delivering an effective training program

• Identify ways to establish business partnerships

• Need Analysis focuses on the specific operational needs of the business.

• Identifies knowledge based solution

• Identifies skills based solution

• Identifies operational objectives of the training

STEP ONE:CONDUCT A NEED ANALYSISHow do you determine what a business unit needs?

• Objectives are the rules for implementing program to improve performance

• What is to be accomplished

• Realistic goals are to be set

• Objectives are to meet the immediate business needs of the organization

• Develop the “how to” in meeting these objectives

• Identify timelines for meeting objectives

STEP TWO:SET OBJECTIVES

• Identify if the training material will be in the form of hardcopy textbooks, on-line access, PowerPoint presentations, or a distance learning medium.

• Solicit the expertise of a curriculum designer.

• All aspects of the training materials must focus on the needs of the business organization.

• Include assessment sections and critical thinking modules to reinforce learning.

STEP THREE:DEVELOP TRAINING MATERIALS

• Material content

• Presentation

• Class participation

• Facilitator’s knowledge of the subject matter

STEP FOUR:DEVELOP AND DESIGN EVALUATION MATERIALDetermine if the evaluation phase will be in the form of hard copy material or an on-line assessment.

Evaluation areas include:

• Create a unique and comfortable learning environment

• Set up the training area with the appropriate materials

• Spot check your audio visual equipment

• Be in place to receive the participants

• Engage your audience to gauge their learning

STEP FIVE:IMPLEMENT THE TRAINING

• Explain the purpose of the evaluation

• Communicate that the evaluation is a chance for the participants to improve the quality of training for the program or future programs.

• Encourage the audience to participate in the Evaluation process.

STEP SIX:EVALUATE THE TRAINING

• Revisit your focus groups with the evaluation results

• Solicit evaluation and feedback from the focus group after the training

• Measure the evaluation results in lieu of operational objectives

• Incorporate modifications into the next training

• Communicate to the focus group regarding their ROI (Return of Investment)

STEP SEVEN:MODIFY THE TRAINING

• Proactively seeks to learn the organization’s business

• Create opportunities to where you are actively engaged in certain aspects of their business (this earns credibility)

• Offer training solutions and be willing to set up a time (via focus groups) to learn their operational needs and aid in identifying needs

HOW DOES THE TRAINING DEPARTMENT BUILD PARTNERSHIPS?

• Revisit the training objectives

• Incorporate the 7-step Training Program

• Proactively seek to understand the business of your partner

• Earn credibility

• Aggressively recruit a proven Training Consultant

Greg Consulta

Training Consultant