1. Determine your training needs by analyzing the factors:
   Critical data, such as accidents, absenteeism records, turnover, production problems
   • What you've heard from others (in the past or by taking a survey), such as needed improvements, complaints, problems, difficult people
   • What you've observed, such as interpersonal conflicts, communication problems, ineffectiveness, poor production/management practices
   • What's changed, such as new plants, equipment, products, layoffs, promotions, new projects
   • Upcoming needs in the next year or two years
   • Given the company mission, business plan and goals, what training is required?
   • What aren't people doing that they should be doing?
   • What are people doing that they should stop doing?
2. Write your training objectives
   • On what topics do people need to be trained? What are they going to learn?
   • By when, where, how, and by what measures of success
3. Develop a training proposal
   • Get top-down and bottom-up support
   • State the need (provide the data the analytical thinkers want and your specific observations)
   • Recommend the type(s) of training to meet the need (who, what, when, where, how, etc.)
   • Estimate the benefit to the organization (reduced legal fees, less turnover, reduced accidents, increased productivity, etc.)
4. Develop an action plan
   • What must be done to implement the training, who is going to make these decisions and by when?
   • Who is going to do the training?
   • When will it take place?
   • Where will it be held?
   • What method of training will be used?
   • What will the cost be? What is our budget?

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