Systems Approach to 

Training
Our approach to analysing training or learning needs is based on the Systems Approach to Training (SAT). The process is iterative

so as to create a continuous cycle of reviewing and improving the training.

Business Process Analysis – Analyse the Business Process scoring the difficulty, importance and frequency (DIF) of each task,

which will determine how thorough any associated training must be.

Job Specification – Prepare Job Specification or Competency Framework. Through the Business Process Analysis we evaluate

the knowledge, skills and attitudes needed to excel at each task. This is accompanied by an analysis of job holders existing

knowledge skills and attitudes (KSA)

Training Objective Definition – We evaluate the gap between trainees skills sets and those needed for the new role. We write

from this the Training or Learning Objectives.

Training Content Development – Using the Training Objectives to structure the course we determine the content of each ‘training

intervention’ and how they will be presented to trainees.

Design Training Activities – This process adds more detail to the training courses ensuring trainees have sufficient practice of any

skills they need to develop.

Deliver Training Event – Pilot courses can be run to trial the flow of the course and give training instructors a practice run.

Validate Training Effectiveness – Quality audits can be conducted at any point for improvement purposes.

Modify Training Solution – A key feature of SAT is the iterative nature of developing the training courses based on previous

Training Effectiveness.

Benefit of Systematic Approaches to Training

Many of us assume that we already have good training for ourselves and our employees After all, we answer our
employees' questions as they have them. We send our employees to a course once in a while. Sure, our approach
to training isn't intentional, that is, planned and focused. But our employees seem to be doing their jobs without
have any real problems.

Unfortunately, we don't know what we don't know. It may be that our employees could be performing much better
than we realize if they had better skills. It might be that we supervisors could get back a lot of time that otherwise
is spent answering our employees' questions. We might retain our employees much longer, as well. Addressing this
possibility isn't a "what if" question, it's a primary responsibility of a supervisor.

Adopting a systematic approach to training helps ensure that supervisors are getting the most out of themselves
and their employees. A systematic approach to training includes taking the time to analyze what results the
organization needs from its employees, if employees are accomplishing those results, and what training and
development approaches are needed by employees to better accomplish those results. A systematic approach
includes evaluating approaches before, during and after training to ensure employees truly benefited from the
training in terms of enhanced results to the organization.

Effective training and development includes using sound principles of performance management and good, basic
training techniques.