Systematic approach is an approach that provides a logical progression from the identification of the tasks

required to perform a job to the implementation and evaluation of training.

The systematic training cycle is a well-structured and internally logical model serving as a theoretical and
practical guide for professionals concerned with training.

As training is considered a process, adopting a systematic approach to design training programs can be
useful.
Training is, accordingly, “the planned and systematic modification of behavior through learning events,
programs and instruction which enable individuals to achieve the levels of knowledge, skill and competence
needed to carry out their work effectively.” 

A comprehensive training program involves the systematic development of various competencies

and facilitating the development of the knowledge, skills and attitude required by the employees
at work. It includes specific interrelated and interdependent steps, which progress systematically for
getting the desired outcomes from the training & development efforts.
Effective training requires a great deal of planning and directed effort. To prevent a haphazard
approach to the job of training, you must organize materials into logical sequence and use an
accurate method to measure the results. 

In the first stage, the training needs on organizational or job level are identified and specified. This needs
analysis tries to establish the training gap, i.e., the difference between the knowledge and skills required for
effective performance on a certain job and the actual knowledge and skills of the employees working on this
job. The second stage of the systematic training cycle is designing a training programme. Based on the results
of the needs analysis, the required sort of training and appropriate training methods are chosen. Additionally,
a training plan is developed, in which the more practical aspects of conducting a training event are considered.
[2]
 Some authors, e.g. Armstrong, regard the planning process as a part of the third training cycle stage which
mainly consists of the implementation of training. In this stage, the actual training event takes place, i.e., a
training course is delivered to the participants. The fourth and last stage of the systematic training cycle is the
evaluation of training. Here, the trainer assesses if the training objectives are achieved. Usually, this
evaluation occurs on an individual level during or at the end of the training by checking if the trainees have
acquired the trained skills and knowledge.

Understanding Organization’s Aims and Objectives

The systematic framework starts with the stage of understanding the organization’s aims and objectives
and the determination of the crucial strategies which will lead to the achievement of the predefined
goals/objectives. In other words, the first stage of a systematic approach to training begins with the
determination of a blueprint or a training & development roadmap.

Assessing/Analysing Training Needs

Training Needs Assessment essentially involves assessment of the gap between the desired level of
competencies and existing competencies required for handling a job. Training Needs Analysis aims at
assessing the discrepancy between what an employee should be doing at work and what he or she is
capable of doing.

Determining the Aims and Objectives the Learning & Development

Programme
Determination of the training objectives while formulating a training plan is as important as analyzing
the budgetary permutations for conducting a comprehensive training programme. It details what the
trainees will be able to learn at the end of the training programme and how they will be able to apply the
learning at work. If training objectives are specified well in advance during the planning stage itself, it will
improve the effectiveness of the training programmes and maximize the ROI.

Training Strategy Design

The Training Strategy Design stage is again a very crucial stage of the Systematic Framework of Training
& Development process. During this stage, the various possible alternatives are assessed and compared
for reaping the optimum benefits from a training & development exercise. It includes analysis of the
multiple parameters such as designing course modules/content framework, deciding upon the training
pedagogy or methodologies (Experiential or Classroom exercises), Preparation of the Preview Learning
Materials/Handouts for the trainees and identifying the critical learning pointers for the trainees at the
end of the training programme.

Implementation of the Training Strategy

During the training implementation stage, the trainer gives maximum importance to the selection of the
right training methodology for maximizing the learning experience and imparting value with the help of
the training programme. The methods may vary from outdoor training to in-house sessions, experience
sharing, counseling & feedback sessions, experiential or practical training, on the job training, job
rotation, case studies, deliberations and a lot more. It is mainly about putting the training into actual
practice.

Evaluating the quality and effectiveness of the Training

One of the most crucial stages of the Systematic Approach to Training is the evaluation of the
effectiveness of the training programme and implementing corrective actions for overcoming the lacuna
and ensuring the achievement of the Training & Development Goals.

Stage 1: Identify and define training needs

The first stage of a systematic approach to training is to identify and define the
training needs of the employees. For example, some employees may lack
communication skills while some others lack leadership skills. Managers can
identify the training needs of employees in a number of ways. For example, a
conversation with an employee may sometimes be enough to identify his/her
training needs.
Stage 2: Design learning and development programme
Once the training needs are identified, the next stage is to design training
programmes and select training methods. For example, a basic health and safety
programme may be designed for new employees in organisations. The question
is now how to deliver this programme. Should it be done through on-the-job or
off-the-job training methods?
Stage 3: Implementing learning events and programmes
The third stage is about implementing the training programme designed in the
preceding stage. There are a number of issues to consider here. For example,
starting the programme according to the published time, safety of the
participants, making the event enjoyable and many more should be taken into
account.
Stage 4: Systematically evaluate training
The last stage of a systematic approach to training is evaluation. Training
programmes need to be evaluated to assess their effectiveness.  Top management
is often interested to see the results produced by training programmes as well. A
training programme can be evaluated in a number of ways