Each movement must be accompanied by appropriate training. Additional information is available at Jeff Weiser. The firm, which has a high level of career planning can make, model – something like 'career route' provided with 'pointers direction 'in the form of mandatory training and other developmental activities. These plans should be known to all employees of the departments. In this case, they will clearly understand what they need to achieve and what kind of training to go through to move up the career ladder. So we can say that the methodology to identify training needs based on the following principles: learning is effective only if the intended specific purpose. The purpose of learning, in turn, can be determined only on the condition that identified and analyzed training needs.
Analyze in this case requires that: – how the company works and how it should work ideally. – What skills and abilities have the staff, and what should have according to the needs of the company. – What functions are performed by each employee, and which must perform in accordance with position identification of training needs should be carried out: – for the entire company – for groups of employees (eg, employees of one department) – for each employee individually. Identified needs to be compiled in order to identify priority areas for teaching and learning forms. The results of this generalization will contain the following information: – number of employees in each group – the number of requiring staff training – the type of training (training in the workplace or training outside the company) – priorities for training.