Study Existing Programs
The first thing you need to do is to study the existing program that your company offers to the employees. When you do this, you will understand what is being done and how you perceive it as an employee yourself. Compare it with plans of companies in similar line of work as you and what kind of employee development they are offering.
Ask the employees with the help of a survey as to what kind of development they will like to have. Also ask them what are the pros and cons of the current system that is in effect and what are their opinions of how it can be improved. This feedback will be crucial in your decision making process in this matter. Make sure that the forms are confidentially filed in so that the bosses or the higher ups in the organisation do not victimise anyone on the basis of their opinions.
See the Budget
Like every other program and work in the company, this program will also have a budget. Depending on the mindset of the ownership and the higher management, this budget will be reasonable or possibly too low. You will have to devise the development program in such a manner that you are able to achieve maximum benefits from the resources at hand. You may have to push for a higher amount of allocation of funds in case you believe that the existing ones are not adequate.
While you finalise matters, be sure that the program is equally good for everyone. Although it is natural that more development incentives are available for the best employees, those performing not as good are also your responsibility and must not be forgotten. Sometimes going on training out of town can be all the inspiration an employee needs to up the ante of the performance he or she is giving. Be considerate to all.