Devise a very loose outline of your training goal, including who the training will be delivered to, what subjects should be included and what the user should be able to accomplish, or goal statements, at the end of the training. If you cannot develop this statement on your own, ask the leaders of your company's training program. Typical requestors of a new curriculum might be employees involved in customer support, deployment or services.
Collect data to support your training efforts, and spend time learning the subject matter. This may involve gathering existing documentation and interviewing subject-matter experts. Any records of in-person training is an excellent source of information.
Select content development software. Adobe Captivate is popular for recorded online training available on-demand. Most Adobe products come with a 30-day trial period.
Enhance your content outline on the basis of the results of your interviews and the data collected. For example, if you are offering software training, your audience is likely software administrators. You can easily divide the content sections into user administration, software administration and system-level administration. Refine the user goals at this point to test the efficacy of your training.
Develop the content. Add a test at the end to measure the user 's ability to accomplish the goals you set. If the software does not support such a test, develop it separately in a word processing program.
Create a simple feedback form that asks for end-users' perceptions of their ability to accomplish the goals you've set. Deliver the form with the training. Proactively collect the results for future tweaking of the training.
Publish the training to the appropriate channels, such as a company website.