Responding to Individual Training Needs
The Importance of Individual Training Needs
Once the T&D specialists have determined that a performance problem can be solved through training initiatives, the next step is to design or locate an appropriate program. The central issue? “How can we ensure that trainees acquire the necessary behaviors—and that they apply them on their jobs?” The two parts of that inquiry are equally important; acquisition without application is an inadequate response to individual training needs.
If we were dealing with organizational training needs, involving large numbers of people, we would want to make sure that the investment produced differences in the participants’ on-the-job performance. Is it any less important ...