Five-Step Training Development model is considered a common model used in the training field to create an effective training program through five phases: Analysis, Design, Development, Implementation, and Evaluation (Kurt, 2019, 2). Lets start with the aanalysis of training needs: Training Needs Analysis (TNA) is a significant activity in creating effective training programs, described as the systematic examination and analysis of the current and desired efficiency levels of the organization. It also offers information on the current level of employees efficiency, the skill areas most requiring improvement and the manners by which this may best be accomplished (Ludwikowska, 2018). According to Ta'ani (2013), training needs defined as information, skills, technical or behavioural capabilities that are intended to be enhanced or modified due to changes, movements or promotions or solving business problems that may arise in the organization. Training needs analysis is the gap between the existing audience's knowledge and skills and the desired outcomes or behaviours. It should address the strategic / long-term training needs and / or the current training need (Dessler, 2016, 247). Training needs analysis is identified in many organizations according to three levels (Mondy & Martocchio, 2016, 217): The first level is the organizational analysis, which focuses on the firms strategic mission, goals, and plans along with the results of strategic human resource planning. The second level is the task analysis, which focuses on the tasks required to achieve the organization goals, where it determines the type of training needed, and whether it is required to give the trainees skills, information or new trends. The third level is the person analysis, to identify those individuals who needs training, what they need to improve their performance, and what kind of knowledge, skills, and abilities they need. In determining training needs, it is important to specify who should be assigned the task of identifying these needs, as it has a major role to play in determining a precise identification of training needs. There are several parties determines the required training needs (Khalil, 2016): The employee who performs the work: The individuals are considered a basic source in determining the training needs, because they know the details of the work and its parts and the most important problems that may face them in performing the required job. The direct officer: who supervises the employees and know the nature of their work, the relationship of this work with other works, and the need of their subordinates of knowledge and skills to perform their tasks as required. The training officer in the organization who is in constant contact with the employees and obtains data from them and works on analyzing these data to come out with precise identification of the current and future training needs of the personnel. External consultant: belongs to an independent training or advisory body specialized in this type of activity, and may sometimes replace the training specialist.

(The owner of the following document has trouble writing, please rewrite the document in a formal, legible way)