Traditional training should flow from the organisation's business strategy online training is no exception.

Whilst online training maybe a new delivery method it does not change the fundamentals of business strategy, manpower and HRD planning, individual performance reviews and training needs analysis, nor learning programme design, progress monitoring, programme evaluation and learning verification.

Like other learning methods a customised online training programme must flow from and be driven by the organisation's business development objectives, and therefore all aspects of online training must also be monitored and measured.

If an organisation does not deal effectively with the fundamentals of HRD then introducing online training will either be a wonderful opportunity for a quantum leap, (and with it a wonderful opportunity to realize or renew Investors in People), or online training implementation will bring confusion, waste and even chaos.

To help organisations achieve this linkage the HRD Online training management system incorporates Online Training Needs Analysis.

These online training system features allows a user manager to first work through a performance assessment with the user. This assessment considers the importance of the online training subjects to the individual's job and the of the individuals skill attainment level, with supporting illustrative performance related comments. From this basis the HRD Online training system provides an accredited management qualification portfolio and a non-accredtied skills development portfolio available for online training to meet these specific needs. The user can then subscribe to whatever online training programmes best satisfies their learning needs and these can be fully supported by Goal Setting and Action Planning.