Also, training is advisable when new processes, equipment or procedures are introduced into the workplace. If an employee has been off work for more than 30 days, training may be needed. Training starts with an organization analysis . By focusing on strategy and examining sales forecasts and expected changes in production, distribution and support systems, employers can determine which skills will be needed and to what degree. A comparison with current skill levels is used to estimate staff and training needs.
Task analysis identifies the elements of current or future tasks to be done.
Personal needs analysis involves asking employees and managers, either in an interview or in a self-administered questionnaire, to analyze their training needs. In general, agreement between managers and employees tends to be low, so it is important that both parties agree to decisions about the training of employees. Determinants of Performance Organizations invest in training programs to improve employees' performance. Supervisors must understand the determinants of task performance in order to design job-related training. Effective supervisors can tell whether poor performance stems from a lack of ability by considering the difficulty of assigned tasks, the known ability of the employee, the extent to which the employee appears to be trying hard, and the degree to which the employee's performance improves over time.