Many of us assume that we already have good training for ourselves and our employees After all, we answer our employees' questions as they have them. We send our employees to training once in a while. This type of training isn't planned and focused. But our employees seem to be doing their jobs without have any real problems.

Unfortunately, our employees could be performing much better if they had better skills. Supervisors could get back a lot of time that otherwise is spent answering our employees' questions. We will retain our employees much longer, as well. Addressing this possibility isn't a "what if" question, it's a primary responsibility of a supervisor.

Adopting a systematic approach to training helps ensure that supervisors are getting the most out of themselves and their employees. A systematic approach to training includes taking the time to analyze what results the organization needs from its employees, if employees are accomplishing those results, and what training and development approaches are needed by employees to better accomplish those results. A systematic approach includes evaluating approaches before, during and after training to ensure employees truly benefited from the training in terms of enhanced results to the organization.

A systematic approach ensures a comprehensive training process that remains focused on the needs of the organization. The process typically includes the phases:

Analyze the company's needs and identify training goals which, when reached, will equip trainees with knowledge and skills to meet the company's needs. Usually this phase also includes identifying when training should occur and who should attend as trainees.

Design a training system that learners and trainers can implement to meet the learning goals; typically includes identifying learning objectives (which culminate in reaching the learning goals), needed facilities, necessary funding, course content, training and sequence of training.

Develop a training "package" of resources and materials, including, e.g., developing audio-visuals, graphics, manuals, etc.

Implement the training package, including delivering the training, support group feedback, clarifying training materials, administering tests and conducting the final evaluation. This phase can include administrative activities, such as copying, scheduling facilities, taking attendance data, billing learners, etc.

Evaluate training, including before, during and after implementation of training.

In a systematic approach to training, each phase of the process produces results needed by the next phase. For example, the training analysis phase produces learning goals that are used by the next phase, training design. Training design (often called instructional design) references the goals to design methods and materials from which learners can reach the goals and objectives. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall systems process.