One option is to use an online tool such as SurveyMonkey to poll employees on what types of training they would like to see offered.ДЄs you review performance evaluations turned in by your managers, you may see a pattern developing showing that employees are not meeting expectations. Researching training needs can be done through a variety of ways. We can also see how jobs and industries are changing, and knowing this, we can better determine the occupational and individual assessments. First, to perform an organizational assessment, we can look at future trends and our overall companyвЂ™s strategic plan to determine training needs. We can apply each of these to our training plan. An individual assessment looks at the performance of an individual employee and determines what training should be accomplished for that individual. This type of assessment looks at the specific tasks, skills knowledge, and abilities required to do jobs within the organization. Overall, this type of assessment looks at how the organization as a whole can handle its weaknesses while promoting strengths. This type of assessment considers things such as changing demographics and technological trends. In this type of needs assessment, we can determine the skills, knowledge, and abilities a company needs to meet its strategic objectives. There are three levels of training needs assessment: organizational assessment, occupational (task) assessment, and individual assessment: The first step in developing a training program is to determine what the organization needs in terms of training. How will you know if your training worked? What ways will you use to measure this? How will employees know the training is available to them? How long will it take to develop the training? Is there a deadline for training to be completed? What needs to be taught? How will you sequence the information? Who will be part of this training? Do you have a mix of roles, such as accounting people and marketing people? What are the job responsibilities of these individuals, and how can you make the training relevant to their individual jobs? Will the training be self-paced or instructor led? What kinds of discussions and interactivity can be developed in conjunction with this training?

How much money do you have to spend on this training? What is the best way to get your message across? Is web-based training more appropriate, or should mentoring be used? Can vestibule training be used for a portion of the training while job shadowing be used for some of the training, too? Most training programs will include a variety of delivery methods. Making sure to teach to a variety of learning styles is important to development of training programs. Once you have determined the training needed, you can set learning objectives to measure at the end of the training. This part of the framework development asks you to consider what kind of training is needed in your organization. Needs assessment and learning objectives.The considerations for developing a training program are as follows: Figure 8.6 Training Program Development Model

On line running training programs