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Some questions that managers and supervisors can use to help decide whether an individual has any gaps in their skills or abilities are as follows:
Training needs are not static - they change over time. Many are those which are anticipated but others which were not foreseen may arise in the future. Others can be identified through monitoring.
There are some pitfalls which should be avoided. For example, it is not a good idea for managers or supervisors to make hasty decisions about problems with performance. These should be analysed in depth and monitored closely. Also, training should not be implemented without conducting a training needs analysis to establish if there really is a need in the first place. As mentioned previously, there may be other more appropriate solutions. Furthermore, training needs to be individually tailored. Just because one employee benefits from a particular training package, it does not mean that someone else will unless they have been identified as lacking the same skill set. Finally, it can be detrimental to employee and company development to only consider the obvious training needs. Other needs may only be revealed through ongoing monitoring and assessment.