Training and Development Flow Chart
1. Start
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2. Training Needs Identification
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3. Training Needs Analysis (Organization / Job / Individual)
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4. Setting Training Objectives
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5. Training Program Design
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6. Selection of Training Methods
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7. Training Implementation / Delivery
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8. Monitoring and Control
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9. Training Evaluation
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10. Feedback and Corrective Action
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11. Employee Performance Improvement
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12. Organizational Development
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13. End
Description
Start:
This marks the beginning of the training and development process, where the
organization recognizes the need to improve employee skills and performance.
Training Needs Identification:
At this stage, management identifies areas where employees lack required
knowledge, skills, or abilities. It helps determine whether training is necessary or
not.
Training Needs Analysis (Organization / Job / Individual):
This step analyzes training needs at three levels:
Organizational level: Aligns training with organizational goals and
strategies.
Job level: Identifies skills and competencies required for specific jobs.
Individual level: Identifies performance gaps of individual employees.
Setting Training Objectives:
Clear and measurable objectives are set based on the needs analysis. These
objectives define what employees should learn and achieve after training.
Training Program Design:
The training program is planned and structured, including content, duration,
schedule, resources, and budget to achieve the training objectives effectively.
Selection of Training Methods
Appropriate training methods are selected such as:
On-the-job training
Off-the-job training
Workshops, seminars, e-learning, coaching
The choice depends on nature of work, cost, and trainee level.
Training Implementation / Delivery
Actual training is conducted during this phase. Trainers deliver training sessions and
employees actively participate to gain knowledge and skills.
Monitoring and Control
Training activities are continuously monitored to ensure they are proceeding as
planned. Any problems are identified and corrected immediately.
Training Evaluation
The effectiveness of training is assessed by measuring:
Employee reaction
Learning outcomes
Behavioral changes
Impact on performance and productivity
Feedback and Corrective Action
Feedback is collected from trainees and supervisors. Based on evaluation results,
necessary improvements are made in future training programs.
Employee Performance Improvement
As a result of effective training, employees perform their jobs more efficiently with
improved skills, confidence, and productivity.
Organizational Development
Improved employee performance contributes to overall organizational growth,
efficiency, competitiveness, and long-term development.
End
This marks the completion of one training cycle, though training remains a
continuous and ongoing process.