The Systematic Approach to Training

The five-phases of the systematic approach to training are Analysis, Design, Development, Implementation, and Evaluation.

Analysis begins by gathering the facts needed to make informed training development decisions. This is necessary to make sure that apparent concerns can be resolved through training. If the facts confirm a valid training need, job analysis uses existing job data and employees to identify and rate job tasks. Tasks rated difficult and important are selected for training. Their exact method of correct performance and underlying competencies are then determined through task analysis.  Completing this process reveals reliable information on safe work practices. The knowledge and skills identified provide a task-specific content reference for both new and existing programs.

Design uses the task performance information collected during analysis to specify, in measurable terms, the knowledge, skills, and aptitudes that training will develop in the employee. Job performance measures are prepared for each task. Defining how individual tasks are performed focuses training development efforts and supports in-plant training and qualification.

Development organizes the instructional materials needed for employees to achieve the learning objectives. Emphasis is on maximizing the use of existing materials and resources. Instructor and employee activities are defined using the job performance measures, learning objectives, and tests produced in design. These activities describe how the instructor and employees will perform during training to achieve the learning objectives.

Implementation is the process of putting training programs into operation. It begins by activating the training plan.  Instructors are selected and trained, and the availability of employees, facilities, and resources is confirmed. Training is delivered as planned, and employees and instructor performance are evaluated.

Evaluation ensures training's continuing ability to produce qualified employees. Monitoring employee job performance, equipment, and procedure changes, and production experience, helps maintain and improve the training program. It is the dynamic process of assessing performance, identifying concerns, and initiating corrective actions.