1

Gather background information on the clients business/organisation

• The nature of the workforce and number of staff at each occupational level.
   
• The management structure and ethos.
   
• The organisation's infrastructure, including ICT.
   
• The existing attitude to staff development and previous training policy.

2

Clarify the aims and objectives of the training package

Clarifying what the clients aims to achieve from the training is essential. General aims and specific objectives are defined as these provide the bedrock for the design process. Ideally these should be expressed in measurable terms.

• The knowledge gains required.
   
• The skills improvement and new skills required.

3

Establishing a platform of training components

There are many ways to deliver knowledge and skills. Each potential component of a training package has its merits and limitations. Some may be impractical, too costly or undesirable because they do not fit the client organisation.

4

Create a 'blend' of the preferred components of the training combination

To do this we….

• Select the delivery options that suit the clients aims and objectives and are appropriate to nature of the organisation.
   
• Define the training package. (Delivery methods, materials content, tutor/instructor support, assessment and if required certification).
   
• Define the degree of input and involvement required by the client.

5

Cost the training development and delivery

The initial 'blend' is costed and the client provided an itemised costing. This allows for further discussion and the opportunity to make modifications

The final package is refined as required to meet the clients defined budget constraints.

6

Develop the training package

The learning materials, assessments, delivery model and support infrastructure are developed!

7

Pilot the training

When the materials and delivery are new we often advise clients to pilot the training on a restricted scale to assist the refinement of the materials. More importantly pilots can help employees and supervisors 'buy in' to the new training scheme.

8

Deliver training and assessment

Following a final refinement of the materials and training package delivery commences.

9

Review and Quality Assurance

It is important to establish a Quality Assurance framework where training schemes are not working within a recognised competence framework.