The systematic training cycle is a formal training model that consists of four phases: analysis, design, implementation and evaluation. The first phase is the identification and analysis of training gaps within an organization, which is followed by the designing of a training program. The training program is implemented in the third phase and evaluated in the final phase.
The systematic training cycle is designed to ensure that employees in an organization are equipped with the right skills to meet the objectives of the organization. During the analysis of the training needs of an organization, input from supervisors on the performance of employees is critical; trainers use such input to determine whether employees lack proper training or are just negligent. Trainers use the information gathered during the analysis stage to create learning objectives and outcomes in the design phase.
The actual training is conducted during the implementation stage where employees are equipped with new skills. Evaluation is an ongoing process that is conducted at every stage. An evaluation is typically conducted at the end of the training session to test the knowledge and skills acquired by employees.
Some critics of the systematic training cycle claim that it focuses on equipping employees with skills that may not advance an organization's strategic goals. Some critics suggest that the business and training cycle, which is based on an organization's strategic plan, is a better model than the systematic training cycle.