However, in the course of adaptation may emerge and the employee deficiencies that impede its effective work in the new location. And here are two possibilities: Give the employee-finish before the end of the probationary period, and then dismissed it as not suitable for this position, the company is organized in one form or another trained staff member. Analysis of the results of the evaluation (certification) Certification of employees, usually held once a year (sometimes every six months) and, therefore, is a good way to build long-term educational goals, but not very effective when you need fast solution to the problem. Kevin ulrich insists that this is the case. Questioning of managers and employees this method are useful for rapid identification of training needs of large groups of professionals vocational subjects. The questionnaire should be designed in such a way as to clearly and adequately assess training needs.
Survey results should serve as a basis for determining who and what should be teach. From the above, follow the requirements for the content of the questionnaire. It formulates the basic criteria for determining the necessary and real-world knowledge. In fact, the contents of the questionnaire should be no more than a list of questions intended program of study. Responses to the questionnaire will help shape the uniform in the level and needs of employees for training in this field.
Interviewing managers and staff changes within the company may have a different 'scale' and the different rates of flow. Major changes determined by the governing bodies of the company, there are not too often. Much more common are changes in the individual departments and areas of work. These changes are difficult or impossible to track the level of the organization. In this regard, one of the most important technologies identify training needs is to hold regular meetings and training manager talks with the heads of departments. These meetings can serve to prepare the decisions of the governing bodies of the company.