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Improving Performance: How to Manage the White Space on the Organization Chart by Alan P. Brache, Geary A. Rummler

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15.2. Determining Training and Development Needs

Our basic assumption is that HRD is in the performance improvement business. The question that should be asked in planning and implementing all HRD interventions is how this activity affects the performance of the business.

HRD can discover training needs in two ways: reactively (in response to requests for training) and proactively (as a result of planning to meet organization needs through training). The Three Levels approach can help identity training needs in both situations.

Reacting to Requests for Training. When responding to a request for training, the HRD professional must realize that the requester probably has not conducted a thorough analysis and most likely does not know the limitations ...

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