It has been observed that “formal training and most organizational processes mandate that every training program have stated objectives and evaluation” (Carliner, 2002, “Adapting Design Techniques for Informal Learning”). In the context of Maddox, the training program has to be formalized and the first step will be to form a focus group consisting of representatives from the management, administration, HR department, maintenance department, and operational and functional associates. A comprehensive agenda that covers the vital areas of development/implementation, training guidelines, time-frame, mode of training, etc. will be designed. The training initiatives will be augmented through training brochures, best practices, troubleshooting and there shall also be testing/evaluation, analysis of performance as well as operational effectiveness. The entire process will be supported by information technology (IT) to ensure no communication-gaps exist.2.2. TNA Survey2.2.1. Explanation of TNAAccording to the observations of the Cabinet Office (1988), training needs are said to arise “when a learning need cannot be met within the normal day-to-day processes or when meeting a learning need in this way will take too long, involve too high a risk/cost, not result in the required standard of performance, and when training is the most cost-effective way of meeting the need” (“The Identification of Organizational and Individual Training and Development Needs”).