Training design process:

1.       Need Assessment: Firstly HR department has to identify whether the employee need the training or not. If same training is given to the  employee which the employee already got that will be wastage of money and time of the company. Need assessment covers three things:

a.       Organizational analysis: It means appropriateness of training. Gives company’s business strategy, resource available for training.

b.      Person analysis: It involves whether performance goes down due to lack of knowledge, motivational or work design problem.

c.       Task knowledge: It emphasizes important task and knowledge, skills, behavior to be covered in training.

1.       Ensuring employees readiness for training:  It has to be ensured that employees have the motivation and basic skills to take the training. 

2.       Creating a learning environment : HR department has to create an effective learning atmosphere for their employee during training so that employee can ask anything regarding training without hesitation.

3.       Ensuring transfer of training: Transfer of training means application in work area. The training idea what the employee would learn they have to apply in their working area. And HR department has to monitor it.

4.       Developing an evaluation plan: Training program should be evaluated to identify program’s strength and weakness. To assess whether content, organization and administration contribute to learning and use of the training content on the job. To identify trainees benefit. To assess financial benefit.

5.       Selection training method: Training method has to be selected before giving training. There are several methods such as presentation methods, hands on methods, group building methods.

6.       Monitoring & evaluating the program: In last stage HR department has to monitor the overall training program through getting feedback from employee and concerned department and of needed make revisions in earlier steps.