a) determine training needs of employees:

• review job descriptions
• identify training required by legislation, e.g. correct handling of chemicals
• consider training needs required because of change:
• consider technological changes
• invite employee input on training needs
• review common complaints and problems
• identify employee's strengths and areas needing improvement, for example:
  customer service
  cash handling
  safety
  

b) prioritize training needs, e.g. evaluate existing skills of staff


c) identify training objectives, e.g. description of skills to be learned


d) determine evaluation methods, e.g. how skills will be tested


e) determine resources available, e.g. professional seminars, private trainers, occupational standards, cost-sharing programs


f) determine method of delivery, considering:

• budget
• options available, for example:
  on-the-job demonstrations
  coaching
  practice sessions
  training seminars, e.g. in-house, external
  staff or individual meetings
  learning activities, e.g. role playing, hands-on experience

g) finalize details of training sessions, for example:

• session content
  
• prospective participants: arrange for staff to cover for participants in training, e.g. re-organize work
  
• date, time and location
• training tools, e.g. videos
• instructors

h) inform prospective participants of details:

• communicate expectations, e.g. consider requiring participants to share knowledge with co-workers after training