The Training Process comprises of a series of steps that needs to be followed systematically to have an efficient training programme. The Training is a systematic activity performed to modify the skills, attitudes and the behaviour of an employee to perform a particular job.

A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks.

• Technical training
• Skills training
• Product training
• Process training
• Soft skills training
• Team building training
• Managerial training
• Quality training etc.

• Increased job satisfaction and morale among employees
• Increased employee motivation.
• Increased efficiencies in processes, resulting in financial gain.
• Increased capacity to adopt new technologies and methods.
• Increased innovation in strategies and products.
• Reduced employee turnover
• Enhanced company image, e.g., conducting ethics training
• Risk management, e.g., training about sexual harassment, diversity training

The ADDIE method of instructional design consists of five phases that trainers and instructional designers may use to plan and implement training. The steps in the process are Analyse, Design, Develop, Implement and Evaluate.

Employee training is a program that is designed to increase the technical skills, knowledge, efficiency, and value creation to do any specific job in a much better way. Training program is periodical and given at regular intervals, it is never continuous. Training increases the needed skill set and helps in development of an employee as well as overall growth of the organization.

• Tell trainees what you’re going to cover. Introduce your session with a brief overview of the training subject’s main points.
• Tell them the information. In the main portion of the session, explain key points, go over policies, demonstrate procedures, and relate any other information trainees need to know.
• Tell them what you told them. Conclude with a summary of your opening overview. Use repetition to help trainees grasp and retain information.
• ways explain what trainees are going to see before you show a multimedia portion. This practice creates a better learning environment by guiding trainees to know what to look for and what to remember.
• Use as much hands-on training as possible. The most effective training uses all the senses to affect learning.
• Test frequently. Tests are most effective when students know they will be quizzed, because they’ll pay close attention to the material.
• Involve trainees. For example, ask participants to share their experiences with the training topic. Many trainees are experienced personnel who have valuable information to contribute.
• Repeat questions before answering them. This practice ensures that all participants know what the question is so they can make sense of the answer.
• Analyse the session as you go. Always be on the lookout for what works best.
• Keep your session on track. Start on time and finish on time. Don’t hold up class waiting for late arrives. Run the class according to the schedule and don’t get too far off course.
• Put yourself in their shoes—or seats. Give frequent breaks, especially for half-day or all-day sessions.
• Solicit feedback on the training session. Critiques work best when they are written and anonymous, unless a trainee volunteers to discuss his or her thoughts in person.