Diagnosing the need in training

The choice of the programme and target group for the training directly depends on customer’s target setting.
 

Diagnosing the need in training seeks to:

  • Define categories of employees in need of training (target audience);

  • Identify a set of knowledge and skills that have escaped this audience; 

  • Determine stereotypes of thinking and behaviour that hamper efficient discharge of functions in employees; 

  • Identify existing problems and difficulties in employees due to be educated; 

  • Determine the compliance of the subject with the existing need in training.

Diagnosing the need in training results in:

  • A fine-tuned training programme to match the set targets; 

  • A possible change of subject in line with an identified need; 

  • Re-prioritization from one target group to another.

The diagnostics may include:

  • Interviews with the company management; 

  • Provisional interviews with trainees; 

  • Pre-training questioning of department management and employees; 

  • Monitoring;  

  • Fast Diagnostics of Management Quality: examination of job guidelines, participation of advisor instructor in the troubleshooting session, team meeting, examination of the corporate structure, examination of orders; 

  • Examination of Assessment (Attestation) results for employees; 

  • Examination of expected personnel changes in the company;