The basics of most training programs can be understood in terms of the above chronology.  That is, we must first consider the pretraining environment - what is going on in the organization, or with respect to the individuals who are going to be in training, that might affect our outcomes?  We then conduct a needs assessment and design our training program, utilizing a variety of techniques and psychological ideas.  A needs assessment is a set of activities designed to collect data about what the organization needs out of the training program.  This is where we can actually integrate a great deal of what psychologists in various disciplines talk about.

Once thats done, we implement the training - we actually run the training program (we dont include a slide on this, because many of the details are covered in a general discussion of how training gets designed) and look at whether what we were attempting to train actually transferred.  That is, did it get used outside the training environment?

The final stage is training evaluation.  Here, were looking at peoples reactions to training, how much trainees learned, and how capable they are of transferring what they have learned, and the skills they have developed, back to the job.