1. Determine whether training is appropriate.  
You need performance. Training is one way - but only one way - to get it. Before you commit to training, you need to determine why actual performance and desired performance are not the same. The gap may exist because people aren't trained, but it may also exist for numerous other reasons (which training won't fix). 

See the topics - What is Performance Assessment? & When is training appropriate?  

2. Analyze your needs.  
You must quantify your needs before you can select a training option. This sounds like common sense, but you'd be surprised at how often managers/supervisors neglect this critical activity. Thorough training needs analysis takes time and can be complex, but you cannot afford to skip it. A good needs analysis dramatically increases the odds of successful training. 

Do all trainees require training at once? How complex is the subject matter? Is the training for new hires or for employees who are already experienced in some aspects of the job? The answers to these questions (and many more) must influence your decisions if you expect successful results. 

See the topic - How do I define training needs? 
 

3. Know your training options.  
Training options go far beyond a classroom. Be creative. You have many choices - have fun with them. Explore. 

See the topic - What training options do I have? 

4. Match your needs to the most appropriate option(s). 
Selecting the wrong training option for your needs will be a waste of money, so a good match is very important. 
 

See the topic - Which training option(s) are best?  
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One of the most common mistakes that managers/supervisors make is to select a training option (perhaps because it appears to be inexpensive and/or a "quick-fix") that is not well-suited to the needs of the organization. At best, training results will be marginal. At worst, training will have NO impact on performance, leaving you only with the costs associated with the training but no return-on-investment.