A model of the adult training process was proposed, with a focus on the viewpoint of the sponsoring organization and relationships among individual components of the process. The model was presented in the form of a block diagram with representations of activities, decisions and inputs from prior activities. The first block was an assessment of needs, to determine if training is the best method of achieving an organizational objective. The second block concerned development of the program with preparation of lists of training objectives, techniques, media and evaluation criteria and, finally, development of a dry run to improve program quality. After an optional pretraining assessment, the delivery of the actual training program was diagrammed and discussed, followed by an optional evaluation and a decision to either terminate or repeat the program (with or without improvement) with another group of trainees. The author suggests that the model may serve as an outline for contracts with experts outside the organization who will provide in house training, and that it may provide a systematic structure for organizations to critically examine their current employee training programs and to identify research needs concerning the training process.