Training and development have achieved a high degree of recognition for their importance in helping individuals become better performers and assisting organizations in achieving their goals. The field has become more visible, training processes more clearly defined, and the need for training more evident as societal and technological changes have occurred.

Through designing training and development activities, the benefits outlined both direct and indirect can be achieved. Further, when employees learn new skills and acquire new knowledge, they increase their career potential and add extra value to their employers and others whose work is impacted by their performance.

Following a well-structured plan for designing, implementing, and evaluating training and development programs is helpful in ensuring the effectiveness of the program and achieving a return on investment. To be effective, training should reflect the following guidelines:

*	It should be tied to the organization's culture and goals. The current mission and goals should guide the development of all training and development activities. Each potential training activity should be reviewed by asking: How will this help achieve the organization's mission or goals?
*	It should be perceived as important by trainee. Training should be viewed as important and relevant for achieving personal success and high performance levels.
*	It should be relevant to the needs of the trainees. Some form of assessing the needs of the trainees should be completed prior to training to ensure that the program and learning activities are relevant to what the trainees need to learn or do.
*	It should be linked to the workplace. Once training is completed, a plan should be completed by all trainees outlining how they will integrate the training results into their job. Some type of action plan—defining what activities will be completed, how they will be done, and when they will be implemented— should be used.
*	It should be applied but based on sound learning principles. Current learning and training theories and principles should be used as the foundation for developing and delivering training programs, but the learning activities should stress how these theories and principles can be used in daily job duties.
*	It should be supported and reinforced. If training is to be implemented effectively, support should be given by the trainees' supervisor and others who have an impact on the performance of trainees. In addition, policies and performance reward systems should help to support the training efforts and recognize when performance has improved as a result of training.