After the training need analysis has taken place, development of a training program is the next step. The next important aspect of determining whether the training should be conducted by from a consultant outside or an in-house expert. In both cases, when it comes to the development of a training program, the prerequisites remain the same. The process begins with first developing a conducive learning environment and is then followed by choice of the training techniques and methods.

Designing the Environment – Since each individual is unique, one style of learning may not be pertinent to all the participants in the training program. The concept of ‘how do different people learn’ ought to be remembered while outlining the training program. While a few people prefer the experiential method, there are also those who work better with the lecture-based learning strategy. There are however advantages, and disadvantages of both and the suitable learning style is by and large the tact of the coach/facilitator.

Establishing the Variables – Trainability also implies that the employee is motivated enough to learn and grasp information apart from just having the ability to do so. Before the beginning of any training program, it is the responsibility of the trainer to build a certain hype about the program so that it attracts employees from the target audience within the organisation and they are ready to willingly attend the program and grow as individuals. There are various ways of doing the same-both formal and informal. Formal ways would include sending email reminders to the participants and stating why it would be beneficial for them to attend the program. Informal ways would be by creating discussions in the cafeteria or lounge area where employees come together and discuss the benefits the program has to offer.

Finally, after the training program has been conducted the assessment of the same provides feed for improving the process of learning and development. These are known as the ‘post learning inputs’. This evaluation is also conducted at various levels and hence can be utilised accordingly. Training is evaluated in most organisations using the Kirk Patrick Model of evaluation. The feedback at each level – learning, reaction, behaviour and results can be used effectively to design training programs in the future.