Steps needed to be taken by Barton with existing practices-

1) Customized vs General programs

Since, the company is dealing with financial constraints, the option of customized
programs should be tried out more often. Also, the cost for these customized programs
has been estimated to be less as compared to the general executive programs. Hence, she
can make a case for herself here.
2) Internal vs External programsTo help the organization with the cost aspect, Barton could divide the scheme of
trainings in two parts. The part related to the induction; regarding company strategy,
product know-how, company culture etc can be taken by the senior executives of the
organization for the employees. This is because they would always be in a better position
than the external faculty. On the other hand, trainings related to technological
developments, global perspective etc can be taken by the industry stalwarts which can be
called from outside to conduct these sessions.
Infact, Barton should combine customized & general programs with Internal &
external as the need arises.

Customized

General

Internal

Internal &
Customized

Internal &
General

External

External &
Customized

External &
General

3) Measures to be solid and not superficialBarton should change the feedback mechanism from the employees who have
attended the training programs. Rather than asking generic questions, employees must be
tested regarding the learning and the behaviour or implementation aspect of the training
as described by the Kirk-Patrick model to gauge the success of the training program.