Bardwell and Holden argue that there are no set procedures to producing a HRD plan.
However, they present eight basic pointes to be used as guidance in developing such plans:
1. Discern the requirements: discern the training and development requirements from the organizational strategy and business objectives.
2. Analyze the training requirements: Analyze the training requirements for effective work performance in organizational functions and jobs.
3. Analyze the existing qualities: Analyze the existing qualities and training needs of current employees.
4. Devise a plan: Devise a HRD plan that fills the gap between organizational requirement and the present skills and knowledge of employees.
5. Decide on the training methods: Decide on the appropriate training and development methods to be used for individuals and groups.
6. Decide responsibility: Decide who is to have responsibility for the plan and its various parts.
7. Implement the plan: Implement the plan and monitor and evaluate its progress.
8. Amend the HRD plan: Amend the HRD plan in the light of monitoring/evaluation and changes in business strategy.
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