Poor, inappropriate, or inadequate training can be a source of frustration for everyone involved. To maximize the benefits of training, managers must closely monitor the training process. The overall purpose of the assessment phase is to determine if training is needed and, if so, to provide the information required to design the training program. The objectives of training must be clarified, related to the KSA's identified in the task analysis, and should be challenging, precise, achievable, and understood by all. The training program that results from assessment should be a direct response to an organizational problem or need.
Approaches vary by location, presentation, and type.
In this phase, the effectiveness of the training is assessed. Effectiveness can be measured in monetary or nonmonetary terms. It is important that the training be assessed on how well it addresses the needs it was designed to address. It is possible, though difficult to prove, that the most important training opportunity for many organizations occurs when employees start with the firm. At this time managers have the chance to set the tone for new employees through orientation.