Steps in the Training & Development Process

by Audra Bianca; Updated September 26, 2017

An organization must study current business needs and fill positions with employees who match those needs. Unfilled needs are met through recruitment and placement of new workers. Employee training and development assessments help an organization understand its manpower needs so that it can meet present operational requirements. A long-term plan includes building employee skills to prepare them to satisfy future operational needs.

Initial Assessment

The training and development process begins when a new person gets hired. An human resource specialist or a manager must assess a new employee's training needs and write a professional development plan to address those needs in the first year. A new employee's first year is crucial to determining if he is suited to the position.


The training process continues when an employee goes to in-house and external training programs. Each learning situation should help an employee move from her present skill level to a desired skill level. Although learning activities vary, an employee should exit all experiences more skilled or knowledgeable in the subject matter.


Once an employee receives training at the onset of a job, he needs time to develop himself in his position. His supervisor monitors his progress to ensure that he can apply his training and other skills and abilities to perform the job well. A supervisor might add additional training programs to his individual plan during the first year.


Feedback is another important step in the process. An employee's supervisor needs to determine if the employee is succeeding. For example, if he performs customer service tasks, a supervisor can get feedback from customers and compare it to data from other workers in the same position. A supervisor then offers feedback and coaching to the employee so he can improve.


At the end of every year, an employee's training and development plan plays a part in the formal evaluation process. A supervisor considers whether training and development opportunities have helped an employee succeed. The overall ratings on the evaluation determine if she continues in her job. An employee can also be proactive in asking for feedback in the year following the first appraisal. If she continues, her training plan is updated for the next year. She must improve over the next year and in subsequent years. Through this process, she develops into a better asset to the organization.

About the Author

Audra Bianca has been writing professionally since 2007, with her work covering a variety of subjects and appearing on various websites. Her favorite audiences to write for are small-business owners and job searchers. She holds a Bachelor of Arts in history and a Master of Public Administration from a Florida public university.