Dear Ms. Julia,
I can give you the basic fundamentals to the strategic planning in training to develop business. Generally, the aspects depends on the employee development and overall Organizational development.
Employee Development - Here employees are required to effective personal career developmental goals which includes, marketing proficiency, aptitude & expertise in learning & implementing the learned significance. Since you being a Center head, this should be your critical element as in effective planning.
If employee development is an exclusive stratergy then the Organizational Development should align the overall planning -- Organization develops from its executive level. An careful analysis and study of existing organizational structures and thoughtful consideration of the long-term trajectory of the organization maps systematic adaption based on facts viz., senstivity training, transactional analysis and behavorial techniques with ideas in business practise modeling by improving these it could grow definitely upto creating an ever-evolving place.
The above remains strategical ED (Employee Development) and OD (Organizational dvelopment) process. However, the OD focuses on specific way limited to choosing a purticular standards as a whole. Conversly, ED is intended to develop induvidual skills permitted to an area that would help the entire business growth.
There ED & OD process is inversely propotinate to each other and involves li'l peril to Money, Time & Employees ofcourse.
Learning New-skills costs money, Trainign should be effective but time bound, hence less time for productivity and last but not the least is Employees trained have added value to any company where their skillset are most valued and the major challenge is to keep them improvised coz the retention of highly-skilled employees keeps the show running, if meddled they cause loss to business.