Training Strategy and Planning

Develop a structured training program allowed this organization to maximize the effectiveness of their human resources service center. 


A large midwestern hospital network with over 14,000 employees implemented a shared human resources service center, which was staffed with internal resources. Due to time constraints, training provided to the staff was informal and ad hoc. As a result, employees were self-identifying the need for cross training and formal documentation to enable them to work more efficiently and effectively.


Based on the results from a compression planning session with the service center team and meetings with the service center director, it was apparent that the service center needed two formal, documented training programs, one to serve the new hire training needs as well as training for existing staff. In addition, due to the changing nature of the work and workforce in the service center, training needed to be flexible, up-to-date, and consist of blended learning methods so the programs could be easily administered and delivered.


Findley used the ADDIE (Analysis, Design, Develop, Implement, and Evaluate) instructional design approach and Langevin Instructional Design templates to design the two programs. The project was broken into three phases:

Phase I: Analyze

Findley met with the service center team to:

  • Collect, document, and validate tasks associated with both jobs;
  • Prioritize tasks based on frequency, level of difficulty, importance, and entering behavior.
Phase II: Define

In Phase II, the information collected in Phase I was used to accomplish the following:

  • Identify appropriate delivery methods, including set up in the client’s learning
    management system;
  • Define training modules and create learning objectives;
  • Create evaluation and learning strategies;
  • Create a lesson plan to incorporate adult learning principles and adhere to the “1/3 – 2/3” rule (1/3 information, 2/3 application).
Phase III: Transfer

Findley compiled a recommended training program design, consisting of the deliverables from Phases I and II and facilitated the project’s transition to the client’s Training Department for implementation and evaluation.


Findley delivered two customized, blended method training plans to meet the unique needs of the HR service center. In addition, the training plans incorporated the clients’ existing resources, including a knowledge base and learning management system, to enhance the transfer of training.

The process of designing the training plans engaged all employees in the service center. This boosted morale and allowed Findley to leverage resident subject matter experts.

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