Managers shall view T&D (Training & Development) as an indispensable part of HR management. Several essential steps must be taken to ensure that the T&D function is successful in achieving the current expected performance and backing up for the future organisation goals.

TNA (Training Needs Analysis) is the first step to establish the T&D function. The organisation’s current and future strategies, business plans, culture, current competence audit results, budget and available time will all be taken into account when conducting a TNA. The results from a TNA leads to a better insight of the company’s competence gaps and expectations, therefore, the aims of T&D are easier to establish and communicate to management, trainees and trainers or coaches.

Once the T&D aims, for a period of time, have been decided, a training plan then needs to be developed. To identify trainees and competencies to be upgraded, schedule suitable times, decide locations, finalise methods and select trainers/coaches to facilitate the learning, the questions who, what, where, how and when need to be answered.

To prepare the trainers/coaches for learning facilitation, consideration and discussions shall take place regarding individuals’ specific needs, material design, supplement support, training aids, ways of delivery, appropriate number of participants, venue requirements & layout, detailed scheduling, evaluation methods etc. These will ensure that the aims of the T&D event are better met.