According to Noe, the steps included in the training design model include:

1. Conducting a Needs Assessment

2. Ensuring Employee Readiness for Training

3. Creating a Learning Environment

4. Ensuring Transfer of Training

5. Developing an Evaluation Plan

6. Selecting Training Method

7. Monitoring and Evaluating the Program (Noe, 2016, p.73)

The step that I think is most important is monitoring and evaluating the program. Evaluation is important to determine the program's value and whether it works as intended according to the initial Needs Assessment. If the program is not working or needs changes, the evaluation will allow program managers to improve the program to meet the needs of stakeholders better (Noe, 2016). I think it is important to monitor a program because it may not work as originally intended and may require changes to properly meet the goals of the needs assessment.

The strategic training and development initiatives all companies should support regardless of economic conditions include capturing and sharing knowledge, aligning training and development with the company's direction, and ensuring a psychologically safe work environment that supports learning and transfer of training. First, it is important to capture and share company knowledge so that companies can further innovate and be prepared for changes in the workforce, such as retirement and turnover. Companies should prioritize the secure and logical storage of company information so that all employees have access to knowledge that improves efficiency and profitability. Second, training and development should always be aligned with the company's direction so that employees are being trained with skills they can use in their career development as well as skills useful to advancing the company's mission. Lastly, the working environment should always support learning and the transfer of training to encourage employee development and create a supportive work environment. A supportive work environment will boost employee retention, creativity, and collaboration (Noe, 2016).

Noe, R. A. (2016). Employee training and development (7th ed.). New York: McGraw-Hill.