the first step in developing a training program is to determine what the organization needs in terms of training. a learning objective is what you want the learner to be able to do, explain, or demonstrate at the end of the training period. depending on the type of training that needs to be delivered, you will likely choose a different mode to deliver the training. for example, if you know that all the people attending the training are from the accounting department, examples you provide in the training can be focused on this type of job. development of learning objectives or those things you want your learners to know after the training makes for a more focused training.
consider the fact that most people do not have a lot of time for training and keep the training time realistic and concise. in this case, it is important to go back and review the learning objectives and content of your training to ensure it can be more effective in the future. as you can see, the employee developed goals and made suggestions on the types of training that could help her meet her goals. as this chapter has discussed, the organization can and should be instrumental in defining what types of training, both in-house and external, can be used to help develop employees. human resource management by university of minnesota is licensed under a creative commons attribution-noncommercial-sharealike 4.0 international license, except where otherwise noted.
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