In formal training, the needs of the job dictate the required training for the job. Good formal training includes the following characteristics:

1. Analysis
Many factors can contribute to performance problems that cannot be solved by training. A needs analysis involves knowledgeable personnel who are aware of the requirements of the job and the necessary level of performance. This analysis determines whether a need for training exists.

A job analysis determines the specific tasks critical to competent performance of a job. These tasks may be frequent, repetitive, important, difficult, or error-prone. It is this analysis that provides the basis for training objectives.

Each task is analyzed to determine the knowledge and skills necessary to perform the task. Task analysis can identify problems associated with the performance of a task, such as the need for training.

2. Design
Information from the analyses are used to develop performance objectives in accordance with training standards. Skills and knowledge associated with a task are translated into learning objectives. Objectives guide the development of training materials and assessments.

3. Development
Lesson plans, guides, training aids and materials are prepared and reviewed for technical and instructional sufficiency. Reviews are documented.

4. Implementation
Training is planned and scheduled, which could include a variety of delivery methods. Training is conducted by qualified facilitators.

5. Documentation
Actions taken and decisions made during formal training development are documented. This facilitates modification and revision as well as creating an audit trail. For audit purposes, it is critical that the rationale behind each decision made in development and modification be documented.

6. Evaluation
Feedback from participants is reviewed. If warranted, training is modified. The following are specifically evaluated for adequacy:

• Content
• Presentations/Facilitation
• Assessments
• Documentation
• After-training job performance

These 6 elements combine to establish the foundation of well-designed formal training with the purpose of improving employee performance.  

You may also want to read:

• 3 Consequences of Neglecting Employee Development
• 3 Benefits for Managers who Use the Forgotten Skill of Active Listening
• The True Function of Managers
• Getting Results from Training: The Importance of Perception
• Why Social Learning is a Critical Component to Professional Development
• Creating an Effective Learning Organization: 17 Best Practices