the first step in developing a training program is to determine what the organization needs in terms of training. any and all training developed should transfer directly to the skills of that particular employee. depending on the type of training that needs to be delivered, you will likely choose a different mode to deliver the training. considering this, what kinds of ice breakers, breakout discussions, and activities can you incorporate to make the training as interactive as possible? development of learning objectives or those things you want your learners to know after the training makes for a more focused training.
once you have developed your training, your next consideration is how you will communicate the available training to employees. in this case, it is important to go back and review the learning objectives and content of your training to ensure it can be more effective in the future. after you see how participants do on the quiz, you can modify the training for next time to highlight areas where participants needed improvement. as you can see, the employee developed goals and made suggestions on the types of training that could help her meet her goals. here is an example of a process that can be used to put a career development program in place:jose trueba adolfo, “the career development plan: a quick guide for managers and supervisors,” n.d., national career development association, accessed july 29, 2010, /aws/ncda/pt/sd/news_article/6420/_parent/layout_details/false.
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