Strategic planning, learning theory, and training needs analysis
Benoitte Muzitu
Professor JEANETTE HORNER-SMITH
BUS 407
07/28/2011

1. The training process model refers to steps which are taken in order to ensure company growth, and business change. When managing any training process, it is usually recommend that company leaders work closely with functional department heads and Human Resources personnel in following a systematic approach to training. A good system will help attack training problems using a “rifle” approach, rather than a “shotgun” approach. The following are five generic steps or phases in the model that we as trainers simply call A.D.D.I.E. These steps will help build a training program, and will increase chances of assembling an effective program.

By analyzing the need, or performing a “needs assessment,” is crucial in identifying the information that must be addressed in the program. This is where the question, “What do we want our employees to get out of the program?” is asked. A great way to complete this phase is to perform a “gap analysis” by comparing current results to the desired performance. Another way to perform this phase is to treat team members as stakeholders in the process, much like we treat customers. Get their help by asking for specifications for the training. After all, they know where they need help...particularly when it comes to delivering a better product or dealing with customers. This analysis is also useful in creating metrics that will help an organization gauge the effectiveness of the training. This phase is where training program objectives begin to take shape. If an organization performs the assessment phase without rigorous attention to details, money and time is wasted.

The design phase is where the needs assessment and the actual creation of new curriculum or the arrangement of existing