Preliminary Steps in Preparing a Training and Development Program
more general needs that are found at Corning’s facilities, group recommendations may be the best way to identify training needs. The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi procedure, or a nominal group meeting (see Chapter 6). .Another HR-Ied approach is task identification. Trainers begin by evaluating the job description to identify the salient tasks the job requires. Then, once they have an understanding of those tasks, specific plans are developed to provide the necessary training so that job incumbents can perform the tasks. The individual and departmental training phases of the training program at the Corning Glass Works are an example of a task identification approach.
The HR department may find weaknesses among HR trends in the company that can be traced to other HR activities. Inappropriate placement, orientation, selection, or recruiting may lead to workers with deficiencies. Errors in these activities may stem from weaknesses in HR planning, job design, or the department’s HR information system. Although training and development may be needed to bolster workers’ performance, proactive HR departments treat assessment information as feedback on other HR activities. By uncovering repeated shortcomings, the department can modify other activities to ensure a better fit between people and performance. Trainers are also alert to other sources of information that may indicate a need for training. Production records, quality control reports, grievances,
safety reports, absenteeism and turnover statistics, and exit interviews of departing employees may reveal problems that should be addressed through training and development efforts. Training needs also may become apparent from career planning discussions or performance appraisal reviews ().