Abstract A well developed training program entails seven steps. The first step entails conducting a needs assessment which confirms whether or not an organization needs training. The second step is to identify the readiness of the employees by evaluating their motivational and basic skills necessary to effectively comprehend the training program content. The third step is all about creating a learning environment that provides means for learning to occur from the training. The fourth step is the process of transfer of learning where employees apply what they have learned in the training program to their jobs. The fifth step is developing an evaluation plan which describes the types of outcome expected and demonstrating how training will affect those involved. The sixth step is selecting the training method in correlation with the learning objectives and learning environment. The seventh step is to evaluate the training program, make changes if necessary and to improve the program by revisiting earlier steps in the process so that learning objectives are accomplished.

Economic cycles, globalization, customer service and quality emphasis, talent management, new technology, increased value placed an intangible assets and human capital, focus on linking business strategy, changing demographics and diversity of the work force, high performance work systems are the various forces affecting the work place and learning. An organization deals with these forces by incorporating a strategic training program because providing training improves professional conduct, improves job performance by teaching new techniques and skills and increase an organization’s productivity and customer satisfaction. Therefore, a well developed and designed training program is not only beneficial to an organization but to all the stakeholders involved. Prior to designing a