Management should design and develop training that enables employees and other stakeholders to fulfill their compliance and ethics program responsibilities. When designing training, management should define:
> objectives of the training event (what the student should know or be able to do after the training)
> how the overall training event can be broken down into learning objects (small, digestible lessons that address one or more performance/learning objectives that can be delivered separately or as part of a larger training program)
> the business activities to which the training applies
> the target audience
> the current and target level of knowledge/skill of the target audience
> the appropriate mode and media, based on current and target skills
> the stakeholders who should be involved in developing the training
> how it will be managed and evaluated

When developing training, the mode, media and synchronicity should be considered.  Most learning objects are presented using a single mode. However, several modes can be used as appropriate to achieve performance/learning objectives. Training modes include:
> lecture
> text
> multimedia/interactive multimedia
> simulation

Training media describe the manner in which the learning objects are delivered. Most courses are presented using a single medium. However, several media can be used as appropriate to achieve performance/learning objectives. Training media include:
> in person
> paper-based
> electronic / web-based

Training can be developed to be delivered either synchronously (live) or asynchronously (archived / self-paced).

When designing and developing training, management should also consider how the training will be evaluated. Often, evaluation activities (e.g., quizzes or tests) can be included within the training event.