Training should be effective and easy to manage; learning is the hard part. Set your training system up right the first time, delivering results to the bottom line, supporting employee development and protecting the organisation.

1. Systematic Approach to Training and
Development

2. Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
• Organisational Variables
– Compliance requirements
– Mandatory
– Position requirements
– Required or Elective*
–Technical
–Behavioural
• Environmental Variables
– Workforce planning
– Legislation
– National Standards
– Environmental scanning
Role-Based
Training Profiles
*Elective = Critical to skills mix in team, related directly to role
Systematic Approach to Training

3. Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
• Training Needs Analysis
– Recognition of Prior Learning/
Recognition of Current Competence
– Assessment methods
• Prioritise/Inform/Approve
– Legislative compliance
– Cost/benefit
– Aligned to business strategy
– Quick wins
Systematic Approach to Training

4. Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
• Determine delivery methodology
• Develop training materials
• Ensure materials meet competency/company/legislative standards
• Develop evaluation processes
• Document management
When program is ready, conduct pilot if time allows.
Systematic Approach to Training

5. Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
• Schedule programs
– consider: location of attendees, non-attendance rates,
turnover, employee availability, rosters for trainers/assessors,
venue availability etc
• Coordinate/administer training
– enrolment
– notification/follow-up
– record results
– file records
– interaction with registered training organisations managed
Processes are simple and effective with clear accountabilities
Systematic Approach to Training

6. Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
Return on Expectations – did the training meet the strategic
purpose or intent
Reaction - how well the participants liked a particular program
Learning - principles, facts and techniques that were
understood and absorbed by the participants
Behaviour - transference of learning
Results - impact on the organisation
Systematic Approach to Training

7. Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
Enabling a Virtuous Cycle in Business
Business Strategy/
Objectives

8. Establish Training
Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
Processes
Procedures
Learning Management System
Strategy to Reality

9.  Ad-hoc application or design and implementation
results in poor performance of the system
 Examples:
 The General Manager has a Good Idea - Regular rollout
of “hand selected” training, linked peripherally to
business objectives, creating a whirlwind of activity but
providing no positive long-term business impact.
 Does the Training Department Hate Me? - Training
bombing, the effect of constantly being required to
attend/complete training, with little relevance to the
employee or bottom-line business results.
Ad-hoc Application of Training

10. The General Manager Has a Great Idea…
Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate

11. Does the Training Department Hate Me?
Establish Training Requirements
Determine Training Needs
(have v. need)
Select/Design/Review
Training Materials
Conduct/Administer Training
Evaluate
Human
Resources
Finance
Operations
Safety
Corporate

12. Training is meant to be easy and effective. And it can
be.
This is an overview of the design requirements for a
successful and elegantly simple training system design.
If you have any questions about detail, collaborative
design assistance or implementation suggestions, please
contact me at Kailiford@yahoo.com.
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