Experienced training or learning and development (L&D) managers will tend to follow a pattern when organising the delivery of training and development. This will involve indentifying and understanding the needs of the employer and the business as far as the skills and knowledge development of staff is concerned.
The training or L&D team must consult senior management and line managers as to what the employer/business sees as its training and development needs in a defined period – usually the following year, either calendar or financial. This should be assessed and matched against individual and team and unit training and development needs.