Determine training needs by forecasting the direction your organization will take in the next 2-5 years. Determine what skills will be required. Determine whether your employees possess the necessary skills to plan and implement programs and activities required by the anticipated direction. To determine individual employee needs, examine the difference between projected necessary skills and current skills. You can also meet with employees to discuss career goals and determine what additional capabilities are required for career progression.
Some programs last eight weeks, while others last up to two years.
Formal classroom courses, seminars, conferences and workshops conducted by colleges and universities, private companies, contractors, Government agencies, professional and scientific organizations, and professional associations. Your HR Advisor can refer you to information on available training courses and seminars. Be sure that training and career development are related to organizational needs or employee needs in the current position. Look for opportunities to provide career enhancement such as details, job rotations, etc., rather than relying solely on formal training. The IDP should be reviewed periodically during the year to determine if any changes need to be made because of new priorities, changing budget situations or new organizational goals.